A Comprehensive Report on HR Interview Process and Recruitment

This report provides an in-depth analysis of the human resource interview process, focusing on traditional recruitment methods. It explores the significance of HR in organizational success, covering both internal and external recruitment strategies. The report examines the interview process, including internal resources like promotions, up-gradation, transfers, demotions, and employee referrals, and external resources such as advertisements, campus placements, placement services, consultants, and online recruitment. The report uses Amazon as a case study to illustrate the practical application of these methods, highlighting their effectiveness in hiring high-quality candidates and improving productivity. The report also outlines key steps in the recruitment process, such as identifying job vacancies, preparing job descriptions, and advertising vacancies. This assignment is a valuable resource for students seeking to understand the complexities of HR and recruitment.

Human Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Interview Process ........................................................................................................................1
CONCLUSION................................................................................................................................7
REFERENCE...................................................................................................................................8

INTRODUCTION
Human resources are the collection of people who works collectively in an organisation
in order to make profitable firm. It is the workforce of an enterprise, business units and economy
who participate in business function and give efforts in production process. In additional,
Human resource is a management function in all enterprise that deals with people and problems
related to individual people like as recruiting, hiring, compensation, benefits, performance
management, training and development that helps to increase the morale of employees. In this
report various topics will be observed which helps to understand the importance of human
resource such as traditional interview process to chose high quality candidates, predictive
validity of interviews that helps to get ideas about candidate's quality and experience to complete
the task in an industry (Armstrong and Taylor, 2014).
MAIN BODY
Interview Process
Recruitment process is the system of hiring or recruiting the right person for right job at
right time. It involves best candidates who work in organisation in context to make profits.
Employees is the power of every industry who give their best to increase the productivity. Each
enterprise hire HR manager and give authority to hire best candidates for well performance.
Manager hire candidates through interview process and delegate task among employees. Each
company get candidates through traditional method and modern method. These are popular
method that helps to recruit the best candidates ((Bratton and Gold, 2017). Traditional method is
the oldest and effective method that is used by most of the company to get good employees
through interview process. Traditional method includes two types of resources internal and
external to hire the employees.
Internal resources: It is based on hiring the candidates internally who are already working in
the organisation. It helps to increase the productivity of organisation as well as employees by
giving well performance. There is no need to hire the staff externally for vacant post. To
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understand the effectiveness and importance of traditional method Amazon has been selected. If
manager want to increase in production then there is need to hire qualified and best employees
who have well experience that can face the problems which is arising within the organisation
related to productivity (Brewster and Hegewisch, 2017).
Promotion: It is the basic form of internal recruitment where staff can move from low
level to upper level which increase responsibility and standing capacity of employees. This
involves a promotion or to give upper post to a current employer who is working in an
organisation. In additional, many institution needs internal candidates to go through a hiring
process for employment that helps to work collectively.
Promotion is very effective process that will help Amazon to hire the best quality
candidates during the interview procedure. Manager of the Amazon can recruit the experienced
person who can work effectively and would help in production. It can promote through various
sources such as designation, bonus, incentive and post.
Up gradation: This includes hiring of employees through a grade system that helps to
replace the existing employees for a new designation. This is also a good process to recruit the
employees in an organisation. This process helps to assign or promote a higher level of
professional position or rank (Brewster, Chung and Sparrow, 2016).
This is essential part of any firm that helps to assign the job to a existing employees. If
Amazon has vacant post then it can fill this post by using up gradating sources. In this sources
manager need to evaluate the performance employees and should hire best candidate who can
give good performance.
Transfer: This means to shift a employees from one job place to other place that helps to
hire internally and no need to give special training to existing employees. If a company want to
expand its business that they can give transfer to employees to for running the business.
Transfer is very effective in every organisation that helps to increase the production and
profit margins. For example, Amazon has vacant post that need to be filled. For this manager can
recruit the candidates through transfer process that helps to shift a employee from one job place
to another place.
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Demotion: This process includes to reduce the designation of employees which is based
on age, gender, religion, race or disability of staff. It reduce the morale of employees who are
working in an enterprises.
This is a negative process that decreased the position of employees who is not performing
good. For instance, HR manager of Amazon compare the performance of staff and give them
promotion and demotion and also hire the candidates within the organisation who can complete
the task.
Retire employee: This process involves recruiting the employees who has retired and
wanted to work more in an organisation. It helps to hire employees internally and perform in a
better way. It also includes employees wishing to take negotiable retirement and support them.
It helps to rehire and filling the post internally that makes better decision in order to make
profitable enterprise. For example, Amazon has an option to fill the vacancy by rehiring the
retire employees.
Retrenched employee: This is negative process to hiring the candidates that reduce the
morale and confidence level of employees. In other words, it is a form of judgement due to
without any mistakes of employees (Briscoe, Tarique and Schuler, 2012). This is a process
where HR manager evaluate the business needs and hire the individual according to demand.
This is also a negative resources that recruits the employees in order to make profits or
reduces the losses, and when work is done it reduced the employees through retrenchment.
Employee Referrals: It means the current staff who is working in an organisation, can
refer its friends and family member to the job. It helps to fill the vacant space in any enterprises
that focuses on production of the corporation.
This is more effective to hire the employees internally and fill the empty designation. For
instance, if Amazon want to fill the vacancy it can go through employee referrals that will help to
hire the best and known candidates. Employees and employer will be well aware of the
organisation culture, job need and working condition. Worker can refer their family member and
friends to the management for such position.
Hence, it has been evaluated that internally recruitment is a good option that helps to hire
the employees within organisation. It is also helpful to save the cost which is required in
providing training and development programme. Any organisation can hire the candidates
through internally sources that help to select the high quality of candidate. Mostly company
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preferred this method to recruit the employees because in this resources does not bear advance
cost.
External sources: This involves obtaining and hiring of employees from outside of the
organisation. In this process employees are hired through various method such as advertisement,
campus replacement, placement services, consultant, employees exchange, online or web site
recruitment. Its brief discussion is mentioned below-
Advertisement: This is the oldest method to obtaining the employees in an organisation
that helps to increase the production and profit margin of the company. It includes news paper,
radio and templates that attract the job seeker to work enterprises.
It is oldest traditional and cheapest method that help to hire the candidates to work in an
industry. For instance, Amazon has vacancy and need to hire marking officer it can post in news
paper or in magazine. For hiring it need to give full information such as job title, qualification
required, salary package, job description and responsibility which need to handle .
Campus placement: It involves recruitment of good candidates through campus
placement . Company can hire the best candidates by using campus interview programme which
is conducted within educational association or at known place to provide jobs to students who is
pursuing or completing the education (Budhwar and Debrah, 2013) .
This is very popular to providing the job or hiring the best candidates. Company can hire
the students directly from campus and give them jobs according to their capacity. For example,
Amazon is planning to introduce the new technology that will increase the productivity and
profits. For this manager need to hire best quality candidates who have better knowledge
regarding information technology that would be helpful to increase the productivity and accept
the challenges.
Placement services: This is also a traditional method of recruiting the candidates that is
done through placement services. It contains a services which is provided by the company to job
seekers. This is used by the organisation to obtaining qualified and experienced employees that
helps to attract the candidates to work in an organisation.
It is very impressive to provide the job to seekers that helps to attract the students. If
Amazon need more employees to increase the production than it can take help from placement
services. Employment agencies offer to help company in order to give the good candidates.
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Consultant: This means job offers through consultant for many organisation that helps
job seeker to find the company. Job consultant provides candidate to the organisation according
to their need and qualification.
This is most effectual tool that help company to obtain the candidates without and cost.
Such as Amazon has vacancy and want to hire best quality candidates who have more
experience. For this HR manager can tie up with consultant to get best candidates.
Online recruitment: In present, this is very popular focuses on hiring the employees
through the websites. It is a traditional method which help job seeker to find out a job. Company
who has need to more staff they can post on their web site and can get good candidates.
This is well known and impressive method that helps to recruit the employees through
online system. For example, if Amazon's manager want to increase in number of sale, and for
selling there is need to marking employees who can make understand the customer and have
convenience power to attract the customer. To filling this job vacancy company can post on its
websites that will help to recruit the candidates.
Contractors: It means in many industries workers are hired with the help of contractors
who are also working in industries. Contractors refer or suggest some person for hiring the
employees and get work done properly.
This affect the workers who are willing to work in an industry. Jobs are provided by the
contractors that helps to attract the worker. Any industry can use this method to recruit the
employees and get work done by them (Cascio, 2015).
It has been recommended that external sources are very important to hire the candidates
that helps to increase the production. Recruitment process are the first stage of getting good
candidates through interview process (Renwick, Redman and Maguire, 2013). It has been
evaluated that every should adopt the traditional to hire the employees that helps to give best
quality of candidates.
Each organisation adopt process that helps to hire best candidates such as-
Identify job vacancy: This is the first duty of any organisation that find out the require
job vacancy. In other words, when there is a job available in an enterprise that should be fill
(Noe, et.al. 2017).
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Prepare job description: This contains a proper job description that is job profile,
designation, experience required, salary package, location, timing, shift and responsibility that
need to maintain by the employees (Job Description. 2019).
Advertising the job vacancy: It is the duty of Human resource manager to fill the
vacancy and get work done from employees. HR manager should post the vacancy at various
place like as news paper, web sites, company's career sites, naukri portal, banner and templates
which helps to aware the employees about vacancy and they can apply for vacant post (Wright,
2018).
Managing the response: This means HR manager should include all applicant who are
interested or willing to work in a company and need to conduct the interview. It also involves
proper response from company's side that helps to know selection.
Short listing: This is the process of selecting or shot listing the resume which is manage
by HR manager. Manager select the resume according to job description that is needed and short
list the candidates.
Arrange interviews: This states after short listing the resume a company should arrange
the interviews of candidates. In this process manager ask questions to candidates and check the
experience about needed post. It affects company's decision during interview that manager can
ask related question.
Conducting interview and decision making: This process contains that a company
should conduct the interview of candidates that take effective decision that helps to make
profitable organisation. Decision is taken by the manager of the enterprise that helps to work
collectively (Jiang, et.al. 2012).
Importance of interview-
Attract more candidates: Interview process helps to attract more candidates and job
seeker to apply in enterprises. It assess the qualification of employees and provide the job.
Link between employer and employee: Interview is the effective process that helps to
create a link between employer and employee. It also helps to understand the behaviour of
employer and its expectation.
Increase the pool of job seeker: Interview helps to increase the pool of candidates for
vacant job at minimum cost. It focuses on reducing the cost and increase the profits of the
organisation.
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Determine current and future requirements: Interview is the process that helps to
define present and future needs of an enterprise with proper planning. Moreover, it helps to
understand what company wants to complete the task.
To know the culture and environment: Interview process also helps employees to
know the culture and work environment of the company. Employees can get the information
about work culture and responsibility.
Predictive validity of interviews
Predictive validity means to testing and examining the employee's quality and ability
before taking any interview. This is a pre employment testing that helps to know the qualities
and capacity of the employees which is based on test scores to predict the future job
performance. In other words, this is the way to validate a test's correlativity with real outcomes.
It also includes a degree that helps to measure appropriately predicts a job vacancy performance.
For instance, Amazon has vacancy, need to hire marketing manager who will help to increase the
sale through advertisement and software developer who can adopt new technology. For filling
the vacancy manager should adopt traditional method and can post in newspaper and websites,
this will help job seeker who are finding the jobs (Chelladurai and Kerwin, 2017). HR manager
will conduct the interview for hiring the best quality of candidates. If manager predict
employee's quality about future performance without any interview and hire is known as validity
predictive. This is very impressive that help to know the quality and ability of employees. It also
give scoring about candidate's future performance and gives ideas that would perform well or
not. This is also an selection process that manager can select at first sight without any interview
and give them scoring (DeCenzo, Robbins and Verhulst, 2016).
It has been evaluated that predictive validity is valuable to increase the interview process
that helps to understand the employee's working capacity and ability. It gives ideas about
knowledge and experience of employees that helps to select the best candidates in any
organisation. It can be increase by developing job related questions, use same interviewers,
establish standard procedure of analysing, by using committee interview, taking short letter
during interviews and make conformable use of a decision model.
CONCLUSION
It has been concluded that from above mentioned traditional method is very effective and
impressive method that helps to recruit the employees internally and externally. In addition,
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predictive validity helps to give ideas about pre employment test that gives a score to predict
future job performance. This report covered how human resources are important for an
organisation. Moreover, this report covered importance and process of interview.
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REFERENCE
Books and Journal
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Budhwar, P. S. and Debrah, Y. A. Eds., 2013. Human resource management in developing
countries. Routledge.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Jiang, K., et.al. 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Noe, R. A., et.al. 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Online
Job Description. 2019. [Online]. Available through:
<https://resources.workable.com/job-descriptions/>
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(Armstrong and Taylor, 2014).(Bratton and Gold, 2017).(Brewster and Hegewisch, 2017)
(Brewster, Chung and Sparrow, 2016). (Briscoe, Tarique and Schuler, 2012).(Budhwar and
Debrah, 2013).(Cascio, 2015).(Chelladurai and Kerwin, 2017). (DeCenzo, Robbins and
Verhulst, 2016).(Jiang, et.al. 2012).(Noe, et.al. 2017)(Renwick, Redman and Maguire, 2013)
(Wright, 2018).(Job Description. 2019).
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