People Practice Recruitment: Operations Guide & Employee Lifecycle

This report provides a comprehensive overview of essential people practices in recruitment, focusing on the employee lifecycle and strategies for attracting candidates. It details the various stages of the employee lifecycle, including attraction, recruitment, onboarding, development, retention, and se...Read More

ESSENTIALS OF PEOPLE
PRACTICE
Standards operations guide
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Table of Contents
INTRODUCTION...........................................................................................................................3
AC 1.1: Employee life cycle........................................................................................................3
AC 1.2: Stages and methods of recruitment................................................................................4
AC 1.3: Methods and techniques to prepare recruitment process:..............................................5
AC 1.4: Methods to attract candidates for roles..........................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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Operations Standard Guide of recruitment process
AC 1.1: Employee life cycle:
An employee life cycle refers to the model of Human resource which describes the
various stages which most of the employees will experience. Employee life cycle consists of the
following stages:
 Attraction: Attraction is the first stage of Employee life cycle which happens before
even opening a position. Companies such as Technow needs to attract people to join the
company. As an outsourcing company, People Practice Outplacement have to consider
this stage extremely important because the candidates will only apply to the jobs which
seems attractive. If the potential candidates have interest in job seeking process, then only
they will come into the contact of organization.
 Recruitment: Recruitment refers to searching for potential candidates and encouraging
them to apply for the same (Cattermole, 2019). People practice outplacement will create
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Illustration 1: Employee life cycle
Source: Where Engagement is Most Important in the Employee Life cycle, 2021

job adverts for the job vacancies offered by Technow. The recruitment stage is very
important because it sells the vacancies to the potential candidates so that they fill the
vacant positions.
 On-Boarding: On-boarding is a process where the candidates are hired and where the
foundation of employer-employee relationship is laid down. This stage will be performed
by Technow only. This stage is important because employee signs their employment
contract and actually performs the jobs for which they have been signed.
 Development: Development refers to encourage the employees for professional
development and helping them a future career plans. Development stage is important
because it focus on development of the employees thorough encouraging them for
external learning and assessing their skills and knowledge.
 Retention: Retention refers to the process of keeping an employee and ensure their
satisfaction in the company. Here Technow will focus on adopting various strategies
through which it can retain its employees. This stage is the most important stage of all
because, it impacts the company portfolio and overall performances of the organization.
 Separation: Separation refers to the end of life cycle of an employee with an
organization. It can happen due to retirement, personal reasons or new employment. After
this stage attraction stage comes into existence again and cycle continues.
AC 1.2: Stages and methods of recruitment
Recruitment process
Recruitment is a process through which companies search for their prospect employees
and encourage them to apply in the company (Buil, Catalán and Martínez, 2020). The
recruitment process of companies such as Technow is as follows: Recruitment Planning: In the first stage, the recruitment process is planned. Technow
will describe the recruitments to People Placement. In this stage the number of
employees, job vacancies and type of candidates required are explained. In this stage,
organizations uses job analysis, job description and job specification frameworks for
designing, attracting and recruiting candidates. The more a company is engaging the
more it will attract customers.
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 Recruitment Strategy development: In this stage the strategy through which recruitment
process will be conducted will be decided. Companies have to decide recruitment sources
will be external or external. Searching: After recruitment planning and strategy development, searching process
starts. In this stage source activation and job selling are involved. The company will start
searching for candidates who match the profile of company (Singh, 2019). Screening: In this stage the eligible candidate are selected for the further recruitment
process. Only qualified candidates are shortlisted and scrutinized. Technow will screen
applicants depending upon the recruitment methods used such as interviews and
application blanks.
 Evaluation and control: In this stage the costs are evaluated such as salaries for
recruiters, cost of advertisement, costs of management and costs of production. Here
Technow will pay People Practice Outplacement for recruitment process.
Methods of recruitment:
Methods of recruitment refers to the ways through which a company can recruit new
employee. The recruitment methods available to Technow are following: Recruitment agencies: Companies can hire recruitment agencies who will provide the
candidates matching the job profiles of companies (Shanker, 2019). They charge fee for
the services. Technow is currently using this method and have hired People Practice
Outplacement for its recruitment process hiring its new management team. Companies
can use this method when they need employees quickly without affecting their daily
operations.
For example: Employee leasing, job-sites and job search engines etc. can be used by candidates
to search for vacancies. Direct recruitment: In direct recruitment, companies recruit their employees from within
the company or through advertising on their websites. In this method existing employees
are promoted or demoted to fill the vacant positions. This method is best to use when the
companies want to fill important positions in no time (Hamza and et.al., 2021).
For example: Employee referrals, promotion and demotion within the organization can provide
suitable candidates for job.
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 Print media recruitment: In this method, recruitment advertisements are placed in the
forms of newspaper advertisements or the print media through which candidates can
contact the companies. This method can be used when the companies want to send the
least costs and no additional efforts.
For example: Newspaper and transit posters etc. can be used for publishing the job vacancies. Social media recruitment: It the modern and most popular method for recruitment these
days. In this method companies can recruit employees through placing advertisement on
various social media platforms (Singh, 2019). This can be the best method for
recruitment for Technow as it will provide a wider base of candidates with no additional
costs.
For example: Recruitment through LinkedIn, Facebook and Instagram can be used to announce
job vacancies.
AC 1.3: Methods and techniques to prepare recruitment process:
Various methods and techniques to prepare information for the job roles such as Line
manager are described as follows: Competency frameworks: These are the frameworks which are used to performance
excellence within an organization. The chosen company can use the framework to
communicate the requirements for the specified role i.e. line manager.
 Job description: It describes the information about job and position in the company and
the associated roles and responsibilities with it (Hamza and et.al., 2021). They can be
prepared by following steps:
Step 1-Perform job analysis
Step 2-Establish necessary functions
Step 3-Organize data consistency
Step 4-Add disclaimer
Step 5-Add signature lines
Step 6-finalize
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 Person specification: In this document the companies describes the requirements from
candidates which are important to perform the particular job. They are used to provide
about responsibilities of a job to employees. They can be prepared by following steps:
Step 1-Job title
Step 2-Job summary
Step 3-outline responsibilities and duties
Step 4-Include list of required qualifications and skills
Step 5-Include salary range
Step 6-finalize
 Job Adverts: The job Adverts re prepared to inform and entice potential candidates to
apply for the job vacancy. They provide insights about the job and company to
candidates. They can be prepared by following steps:
Step 1-Job title
Step 2-Salary and location
Step 3-outline introduction
Step 4-Outline objective
Step 5-Include responsibilities
Step 6-Requirements
Step 7- company contacts.
AC 1.4: Methods to attract candidates for roles
External candidates:
For attracting the talented candidates outside the organization for a range of roles
companies such as Technow can use following materials and methods: Broader job vacancy: Candidates prefer the jobs in which their job descriptions and job
roles are clear (Christensen and et.al., 2017). The companies need to craft job posts which
stand out from the others. A smart recruiter can provide a clear picture of required details
in the job advertisement. Be flexible: The companies need to provide job descriptions with offering flexible
services. Employees will be more attractive to the companies which offer flexible
working i.e. the work which does not affect their personal lives.
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For example: Providing flexible working hours and work from home options. Add perks: The candidate will prefer the jobs which provides them maximum job perks.
Companies can add these perks to the job advertisements. Through this technique the
work environment of company will become more attractive to the candidates.
For example: Holiday packages, bonus and incentives on several occasions.
Internal candidates
For attracting the talented candidates within the organization for a range of roles
companies such as Technow can use following materials and methods:
 Promotion and increments: Companies can introduce the promotion and increments to
internal candidates to encourage them to apply for vacant job positions (Muduli and
Trivedi, 2020).
 Job enlargement: Companies can provide broader job opportunities which are
challenging and interesting. This will attract existing candidates to apply for other job
positions.
REFERENCES
Books and journals:
Buil, I., Catalán, S. and Martínez, E., 2020. Understanding applicants’ reactions to gamified
recruitment. Journal of Business Research. 110. pp.41-50.
Cattermole, G., 2019. Developing the employee lifecycle to keep top talent. Strategic HR review.
Christensen, T. and et.al., 2017. Costs and efficiency of online and offline recruitment methods:
a web-based cohort study. Journal of Medical Internet Research. 19(3). p.e6716.
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Hamza, P.A. and et.al., 2021. Recruitment and Selection: The Relationship between Recruitment
and Selection with Organizational Performance. International Journal of Engineering,
Business and Management. 5(3). pp.1-13.
Muduli, A. and Trivedi, J.J., 2020. Recruitment methods, recruitment outcomes and information
credibility and sufficiency. Benchmarking: An International Journal.
Shanker, M., 2019. Recruitment process and its impact on retention of commercial pilots in
Indian aviation industry. Business Process Management Journal.
Singh, D., 2019. A literature review on employee retention with focus on recent
trends. International Journal of Scientific Research in Science and Technology. 6(1).
pp.425-431.
Online references:
Where Engagement is Most Important in the Employee Life cycle. 2021. [Online]. Available
through: <https://www.strayboots.com/blog/engagement-important-employee-lifecycle/
>. [Assessed on 24 September 2021]
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