HRMT19014: Presentation on Recruitment at Oz International

This presentation, created for the HRMT19014 course, focuses on the recruitment and selection of graduate trainees at Oz International. It begins with an introduction to the role of a recruiter and provides a critical analysis of the current situation, highlighting issues such as differing opinions on job roles. The presentation then identifies potential business, ethical, and legal considerations, emphasizing the importance of selecting the right candidates, diversity, and ethical decision-making. Recommendations include appropriate planning, strategy development, candidate searching, screening, and evaluation. The conclusion summarizes the key points and emphasizes the importance of effective recruitment strategies. The presentation incorporates references to support the analysis and recommendations.

RECRUITMENT AND SELECTION OF GRADUATE
TRAINEES AT OZ INTERNATIONAL
Presented by-

INTRODUCTION
A recruiter is a professional who is with more knowledge and
information. Therefore a recruiter is hired to conduct the interview
and help through the recruitment process. In this presentation,
through the help of the presented case, the importance of an
recruiter has been shown and the issues organization may face
when it is faced with business, ethical and legal issues.
As an external HR recruitment consultant
• Responsible for attracting candidates
• Provide suitable candidates to the organization
• Act as the middle person between candidates and companies
• Provide jobs to candidates and companies with candidates.
• Develops recruiting plans and requirements of the company

CRITICAL ANALYSIS OF THE CURRENT SITUATION
When the case study provided is critically analyzed, the following pointed are noted:
• Objective is the selection of the right candidate who would beneficial to the
company.
• The group discussion is about the requirement of the job role and each person’s
opinion regarding the job role.
• The conclusion of the group discussion found that the understanding of the job role
is the main problem and each person has different opinion. (DesJardins, 2014).

POTENTIAL BUSINESS, ETHICAL, AND LEGAL CONSIDERATION
• Fundamental issues: The most basic issues that business face and as
per the case study, it is the selection of the right candidate. .
• Diversity issues: There should be respect for the difference existing in
the organization.
• Decision making issues: one of the basic business ethics that every
organization across the globe give priority. (Pearson, 2017)

RECOMMENDATION
1. Appropriate Planning: The recruitment planning is
the first stage and to achieve the goal of hiring the
right candidate, appropriate planning is significant.
2. Development of strategy: The process through
which companies make or buy employees. This is
to ensure that company will benefit from the
candidate chosen in the recruitment.
Business objectives
HR PLANNING
JOB ANALYSIS
JOB SPECIFICATONJOB DESCRIPTION
RECRUITMENT

RECOMMENDATION (cont.)
3. Searching for candidate: When a job vacancy
exists in the company source activation takes place
4. Screening: screening is the process of choosing
the suitable candidates among the total applicants
5. Evaluation: the costs that will be incurred in the
recruitment process is important to consider.
Business objectives
HR PLANNING
JOB ANALYSIS
JOB SPECIFICATONJOB DESCRIPTION
RECRUITMENT

CONCLUSION:
In the end of the presentation on the case study provided, the following points can be concluded:
• The main objective of the organization was to hire appropriate candidates.
• Potential ethical, business and legal issues were found in the case.
• Recommendation
• Planning
 Development of strategy
 Searching for candidate
 Screening


REFERENCE:
El Ouirdi, M., Pais, I., Segers, J., & El Ouirdi, A. (2016). The relationship between recruiter
characteristics and applicant assessment on social media. Computers in Human
Behavior, 62, 415-422.
McCracken, M., Currie, D., & Harrison, J. (2016). Understanding graduate recruitment,
development and retention for the enhancement of talent management: Sharpening ‘the
edge’of graduate talent. The International Journal of Human Resource Management, 27(22),
2727-2752.
Nobari, S. M., & Zadeh, D. H. (2013). Designing a fuzzy model for decision support systems in the
selection and recruitment process. African Journal of Business Management, 7(16), 1486-
1491.
DesJardins, J. R. (2014). An introduction to business ethics. McGraw-Hill/Irwin.
Pearson, R. (2017). Business ethics as communication ethics: Public relations practice and the