Detailed Analysis of Recruitment and Induction Processes in HR

This report provides a comprehensive analysis of recruitment and induction processes within the human resources framework. It begins by outlining the stages of the HR lifecycle, including selection, preparation, motivation, evaluation, and social functions. The report then explores reasons for requiring additional staff, such as increased workloads or employee burnout, and the consequences of failing to anticipate recruitment needs, including decreased confidence and negative workplace attitudes. The significance of developing and reviewing job descriptions is emphasized, along with the advantages of inducting new employees to ensure optimal efficiency and reduce anxiety. The cyclical nature of the HR lifecycle is explained, and the benefits of maintaining recruitment and selection documents are discussed. Finally, the report includes a sample job description for an office receptionist, detailing job responsibilities, qualifications, and reporting structure. The document is a valuable resource for understanding and improving HR practices.

Running head: RECRUITMENT AND INDUCTION PROCESS
Recruitment and Induction Processes
Name of the Student:
Name of the University:
Author’s Note

1RECRUITMENT AND INDUCTION PROCESS
Table of Contents
Assignment Section 1......................................................................................................................2
Part A...............................................................................................................................................2
Stages of Human Resources Life Cycle..........................................................................................2
Stage 1: Selection process...........................................................................................................2
Stage: 2. Preparing.......................................................................................................................2
Stage 3. Motivation......................................................................................................................2
Stage: 4. Evaluation.....................................................................................................................3
Stage 5: Social function...............................................................................................................3
Question 2........................................................................................................................................3
Reasons why extra staff may be required....................................................................................3
Question 3........................................................................................................................................4
Consequences of Failing to Anticipate Recruitment Needs........................................................4
Question 4........................................................................................................................................5
Significance of developing and reviewing a job description.......................................................5
Question 5........................................................................................................................................5
Advantages of inducting new employees....................................................................................5
Question 6........................................................................................................................................5
For what reason is human resource life cycle portrayed as a circle?...........................................5

2RECRUITMENT AND INDUCTION PROCESS
Question 7........................................................................................................................................6
Benefits of Keeping the Recruitment and Selection Document..................................................6
Part B...............................................................................................................................................7
Job Description............................................................................................................................7
References........................................................................................................................................9

3RECRUITMENT AND INDUCTION PROCESS
Assignment Section 1
Part A
Stages of Human Resources Life Cycle
Stage 1: Selection process
This stage involves developing and effective staffing plan that joins understanding
positions that ought to be filled, based on the requirements as well as the qualifications of the
candidate or employee
Another step includes evaluating the compensation and benefits to be provided to the employee
to evaluate if they compete with regards to other organization
Build up a gathering tradition, which may fuse made tests and various gathering requirements,
and furthermore a consideration on full focus (Swidder, Zimmerman and Barrick 2015).
Stage: 2. Preparing
Imparting the association's lifestyle and characteristics
Train new contracts until the point when the moment that they totally fathom their movement's
commitments and obligations
Dole out a colleague to new delegates to encourage their advancement and help them feel more
connected with your association (Hawranik and Pangman 2016)
Stage 3. Motivation
Keeping them attracted, performing at a bigger sum, and showing guarantee to your association

4RECRUITMENT AND INDUCTION PROCESS
Offering inspirations to remain moved, for instance, better compensation, focal points, and open
entryways for advancement
Giving affirmation to specialists who perform at a strange state
Valuing their pledge to help make your business more productive (Hertzberg 2017)
Stage: 4. Evaluation
Test, reinforce, and evaluate delegates while offering supportive feedback constantly
Direct execution discourses reliant on convictions, not on feelings
Spend a more noteworthy measure of your time discovering delegates working honorably instead
of continually investigating
Offer planning and capable enhancement to empower delegates to accomplish their goals and
advance further in your association
Stage 5: Social function
The final stage of the cycle provides the opportunity to encourage as well as motivate the
candidates, appreciate their efforts, as well as offering benefits based on their efforts as a team
building strategy. For example, Show your expansion by offering stand-out favorable
circumstances, then again associations make sense of how to push so laborers need to tail them
to achieve association destinations.
Question 2
Reasons why extra staff may be required
1. When the organization Start Turning down Jobs -This happens when an organization islanding

5RECRUITMENT AND INDUCTION PROCESS
such a significant number of lucrative open doors that your group is constantly occupied. Up
until this point, conveyance of the work is on time, however you're turning down employments
to keep away from potential grinding with current customers.
2. If the Employees are Overwhelmed -The workers are looking observably exhausted. It is a s
step by step influencing their execution.
3. If the company is offering a Lot of Overtime -The organizations present representatives are
doing the simple best they can, yet there's as yet a requirement for them to work additional time.
The issue with representatives working additional time all the time is that it results in additional
costs you could keep away from in the event that you had enough staff (Amanzada et al. 2014).
Question 3
Consequences of Failing to Anticipate Recruitment Needs
Confidence
A wrong contract as a result of an insufficient enrollment and decision process can hurt
the purpose and benefit of good agents. In case the delegate was in upper organization, incredible
specialists may rethink their residency. In case it was a lower-level delegate, by then individual
pros taking up that person's slack may feel depleted and neglected. In like manner, terrible
contracts consistently cause negative mindsets in the workplace.
Conviction
Incredible delegates may lose trust in their organization aggregate even with dependably
poor obtaining decisions. Chairmen may lose trust in their very own abilities if they can't plan or
move the terrible contract, or in case they were locked in with enrolling. Overseers and business

6RECRUITMENT AND INDUCTION PROCESS
people ought to similarly think about terminating the agent and overseeing slants of fault and
stress (Grover et al. 2013).
Question 4
Significance of developing and reviewing a job description
A good Job description fills in as a wellspring of view based on control for choosing
candidates and purposes indistinguishable industry pay rates. In addition intensifies money spent
on delegate compensation for the vacant by ensuring foundation, and capacities required for the
movement, are point by point and facilitated to up and coming hopefuls
Question 5
Advantages of inducting new employees
The Importance of drawing new Employees, is because, It starts the laborer off with the
right information to ensure most outrageous proficiency as quick as could sensibly be normal. It
fulfills your genuine duty to plan new workers to do their occupations safely and what to do if
there should be an occurrence of an emergency. Also, a strong enrollment process diminishes
weight and uneasiness related with another movement, and improves their certainty and feelings
about the new action and affiliation they have joined.
Question 6
For what reason is human resource life cycle portrayed as a circle?
The agent life cycle is a thought in HR organization that portrays the periods of a laborer's
time with a particular association and the activity the HR office plays at each stage.

7RECRUITMENT AND INDUCTION PROCESS
Question 7
Benefits of Keeping the Recruitment and Selection Document
A fair selection and assurance approach would require those piece sets of desires to offer
need to the capacities that would make the best pledge to the affiliation's business essentials
Using the ideal people for the business is the most basic bit of the affiliation. It is fundamental to
have a not good enlistment technique to pull in the right kind of laborers for the business needs.
A better selection process can confine the time related to looking for, chatting with, obtaining
and getting ready (Lou et al. 2015).

8RECRUITMENT AND INDUCTION PROCESS
Part B
Job Description
JOB TITLE: OFFICE RECEPTION DATE
REPORT TO DEPARTMENT
APPROVED BY SUPERVISES
JOB SUMMARY
 Occupation reason
Following the vacant position of the companies’ reception, Harvard economic company is
pleased to invite applicants of the position based on the following requirement and qualification.
 Obligations and duties
Screening telephone calls
Arranging and conveying post
Meeting and welcome customers
Keeping the gathering zone clean
Noting and sending telephone calls
Organizing couriers
 Capabilities
Great phone aptitudes
Great verbal relational abilities
Microsoft office abilities,

9RECRUITMENT AND INDUCTION PROCESS
Great audience
Polished methodology
Client center
Handles pressure
Efficient
Consistent and well mannered
Effective
Ready to manage troublesome customers, clients and staff
Self-spurred
Great with Computer frameworks

10RECRUITMENT AND INDUCTION PROCESS
References
Amanzada, A., Moriconi, F., Mansuroglu, T., Cameron, S., Ramadori, G. and Malik, I.A., 2014.
Induction of chemokines and cytokines before neutrophils and macrophage recruitment in
different regions of rat liver after TAA administration. Laboratory Investigation, 94(2), p.235.
Grover, J.R., Llewellyn, G.N., Soheilian, F., Nagashima, K., Veatch, S.L. and Ono, A., 2013.
Roles played by capsid-dependent induction of membrane curvature and Gag-ESCRT
interactions in tetherin recruitment to HIV-1 assembly sites. Journal of virology, pp.JVI-03526.
Hawranik, P. and Pangman, V., 2016. Recruitment of community-dwelling older adults for
nursing research: a challenging process. Canadian Journal of Nursing Research Archive, 33(4).
Herzberg, F., 2017. Motivation to work. Routledge.
Lou, H., Fang, J., Li, P., Zhou, W., Wang, Y., Fan, E., Li, Y., Wang, H., Liu, Z., Xiao, L. and
Wang, C., 2015. Frequency, suppressive capacity, recruitment and induction mechanisms of
regulatory T cells in sinonasal squamous cell carcinoma and nasal inverted papilloma. PloS
one, 10(5), p.e0126463.
Swider, B.W., Zimmerman, R.D. and Barrick, M.R., 2015. Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment
process. Journal of Applied Psychology, 100(3), p.880.

11RECRUITMENT AND INDUCTION PROCESS