HRM Report: Recruitment Manager Position, Skills, and Best Practices

This HRM report provides a detailed overview of the recruitment manager position, including the role's responsibilities, the type of organization where such a position is available, and the organization's mission, vision, and values. It outlines the KASO (Knowledge, Attributes, Skills, and Others) required for a recruitment manager, along with suitable online aptitude and situational-based tests for assessing candidates. The report addresses potential grounds for discrimination in the recruitment process, such as race, background, disability, and age, and suggests best practices like using a blind CV policy and a panel of interviewers to avoid discrimination. The document concludes with a list of references.

Running Head: HRM
HRM
Report
Student Name
[Pick the date]

HRM 1
Overview of recruitment manager
I have chosen the position of recruitment manager. According to me, recruitment
manager supervises most important process of the organization, which is recruiting the most
deserving candidates for the operating system of the organization. It is also the responsibility of
the recruitment manager to draft the pattern of the interview process in order to fill up the vacant
posts in the organization (Siavelis & Morgenstern, 2008). As per my knowledge, recruitment
manager not only fills up vacant post in the organization but also create the post as per the need
of the organization. Recruitment manager not only judges the skills and capability of the
candidate but they also analyze the behavior, attitude, and values of the candidate towards their
life. This makes their task very challenging and dependable.
Developing recruitment process does not ensure the success of the organization. It is the
responsibility of the recruitment manager to create a suitable testing process by which they can
test the logical capability of the application with their reasoning and technical skills. In some
case there is possibility that it seems to be mismatch when recruited person is compared with the
requirement of the organization. This happen because the recruitment managers may not be able
to apply the suitable test on the applicant to understand whether the applicant can fit in the
particular post or not.
Without recruitment manager, no organization can even think of running their business
operations. Canada is known as the fastest growing market in terms of finance sector, IT sector
as well in manufacturing (Ordanini & Silvestri, 2008). KPMG organization which is known as
one of the giant financial companies of the world is currently offering job opportunities to
recruitment manager in Canada because it is expanding its business operation (Indeed, 2018).
Mission of this organization is to offer their services with the help of most qualified and capable
people. The vision of KPMG is to spread their reach all over the world with the help of their
brilliant minds. Purpose of this KPMG is to increase their financial capability by optimizing
available resources.
KASO of recruitment manager

HRM 2
K – This part represents the education associated with this post. To become a recruitment
manager, the person must have a post-graduation degree in human resource management because
this degree provides all the current and present information related to role and responsibilities of
recruitment manager. As qualification is always seen as representation of the particular person,
so this degree displays that person is aware of all past and current tactics of recruitment process
which is also welcome in any organization.
A – This part represents attributes need for recruitment manager. To become a recruitment
manager, the person must able to read the mind of others along with body language. The person
must able to handle the situation in a creative manner because in corporate life there is maximum
possibility of handling confused situation in which things will be little bit tricky and as in need of
innovative tactics (Zaharie & Osoian, 2013).
S – Here, the person must be proactive, understand behavioural pattern and keep calm in
challenging situations. The person must possess all these skills in them so that these skills can be
reshaped as per the present situation because adopting new situation is demand of current
business. These Skill plays a very important role in the professional life cycle of a recruitment
manager by offering person future direction.
O – Here, the person must possess talent to introduce necessary capability in the candidate to
make them a better employee for the organization because when a candidate enters in the
organization, the person is not aware of the working culture and work pattern of the organization
and requires proper guidance to work in fresh environment. Hence, if recruitment manager is not
able to transform the fresh employee as per the need of the organization, the complete
recruitment process will be completely waste.
Test conducted for recruitment manager
HR online aptitude test
This test is designed to explore the list of behavior which has been identified as important
to successfully the roles and responsibilities associated with the post of recruitment managers
along with their personality traits. It includes through check for skills related to delegation,
language and reasoning (Gale et al., 2010).

HRM 3
Situational based test
This test is designed to check the mental presence and capability to handle the situation
which is very significant for the role of recruitment manager. This test also helps in testing the
positivity of the particular person and the pattern which they use to tackle challenging situations.
Reliability and validity
HR online aptitude test is recognized all over the world as best test to explore whether the
candidate is suitable for the post of recruitment manager or not. As, this test is totally based on
the cloud process so, there is not at all possibility of any manipulation in the result of the
candidates (Baert, Cockx, Gheyle & Vandamme, 2015).
While a situational based test is identified as reliable many most of the organizations but it is not
considered as the main stage of the process, in fact, it is considered as a subpart of the
recruitment stage. Also, there is little bit possibility of manipulation in the result of the
candidates.
Four grounds of discrimination
There have been many cases of discrimination in the organization system from years.
Hera is four grounds of discrimination:-
Race – many times it has been seen that person is not recruited because of their race or color.
Background- many times it has been seen that person is denied from job opportunity because of
their background, religion believes.
Disability- Many times it has been seen that people are denied from job opportunity because of
their physical capabilities (Warhurst, Van den Broek, Hall & Nickson, 2009).
Age- In some case, it has been seen that new employees are not offered exact pay on the base of
their talent.
Two best practice that can be applied in recruitment process to avoid discrimination
As per my knowledge, two best practices that can be applied in recruitment process are:-

HRM 4
Use blind CV policy
According to this policy no personal information of the person will be displayed on their
CV, instead of that, a particular code will be generated on their CV. This code will help in hiding
the personal information related to that person in order to avoid discrimination.
Panel of interviewers
According to this policy, a single person will not be allowed to conduct the interview. In
fact panel of members will be conducting the interview so that there will not be any chance of
discrimination with the candidate.

HRM 5
References
Baert, S., Cockx, B., Gheyle, N., & Vandamme, C. (2015). Is there less discrimination in
occupations where recruitment is difficult?. ILR Review, 68(3), 467-500.
Gale, T. C. E., Roberts, M. J., Sice, P. J., Langton, J. A., Patterson, F. C., Carr, A. S., ...
& Davies, P. R. F. (2010). Predictive validity of a selection centre testing non-
technical skills for recruitment to training in anaesthesia. British Journal of
Anaesthesia, 105(5), 603-609.
Ordanini, A., & Silvestri, G. (2008). Recruitment and selection services: Efficiency and
competitive reasons in the outsourcing of HR practices. The International Journal
of Human Resource Management, 19(2), 372-391.
Siavelis, P. M., & Morgenstern, S. (2008). Candidate recruitment and selection in Latin
America: a framework for analysis. Latin American Politics and Society, 50(4),
27-58.
Warhurst, C., Van den Broek, D., Hall, R., & Nickson, D. (2009). Lookism: The new
frontier of employment discrimination?. Journal of Industrial Relations, 51(1),
131-136.
Zaharie, M., & Osoian, C. (2013). Job recruitment and selection practices in small and
medium organisations. Studia Universitatis Babes-Bolyai, 58(2), 86.
Indeed. (2018). Recruitment manager [online]. Retrieved from:
https://ca.indeed.com/Recruitment-Manager-jobs?vjk=7d7296a6589c3b05

HRM 6