Recruitment and Selection Process Analysis for Datatech Company Report

This report provides a comprehensive analysis of the recruitment process at Datatech, a data management company. It begins with an introduction to recruitment and its importance, followed by a detailed examination of job analysis, including its steps, products (job description and specification), and significance in hiring the right candidates. The report also explores work-related behavior and its role in the selection process. Furthermore, it outlines tailored recruitment methods for various positions within Datatech, such as Database Administrators, Data Entry Operators, IT Help Desk Operators, Data Entry Team Leaders, and Specialist Librarians. It includes job and person description forms for the Database Administrator position, along with a set of interview questions and a scoring guide. The report concludes by emphasizing the importance of behavioral tests in recruitment and how employee behavior impacts job performance. The report aims to provide a strategic overview of recruitment and selection processes within the context of Datatech's operational needs.

Acquisition process-
Recruitment

Table of Contents
Introduction......................................................................................................................................3
Job analysis.............................................................................................................................3
Work related behaviour..........................................................................................................5
Recruitment and selection process.........................................................................................6
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................9
Appendix........................................................................................................................................10

Introduction
A Recruitment process is known as the organisation specific model of candidate sourcing
for the purposes of findings and hiring new employees. There are different types of recruitment
process which are followed by different firms in order to carry out hire right candidate for the
right position (Junni, Sarala and Cooper, 2015). The present report is based on Datatech
company which is one of the well-established firm. DataTech, a data management company, has
just been awarded a contract (expected to last 2 years) to transcribe over 3000,000 hand-written
and typed documents into electronic format This report will cover, the process of job analysis
and its importance. Along with this, the work related behavior will be explained and the way it
can be used to form part of a rigorous selection method. Apart from this, a recruitment process
that is tailored to the specific needs of the project will be presented.
Job analysis
Job analysis is the process of identifying, analysing and determining the duties, skills
abilities and responsibilities for a specific job. With the help of these, all factors HR department
can identify what a job demands and skills and abilities that workers must have in order to
perform a job in an effective manner (Stone, Deadrick and Johnson, 2015). It is important to plan
job analysis before starting a collection of data from employees and managers of Datatech
company. Along with this job analysis also help in understanding tasks which are important and
the way they can be performed. There are some steps involved in job analysis that are as follows:
 Identifying the knowledge and skills, which are needed for the job
 Collecting and recording the job information
 Developing job description based on the information
 Accuracy in checking the job information
There are two immediate product of job analysis that are job specification and job
description. Job description contains the final statement of the job analysis and is descriptive in
nature (Hayes, 2017). For the effective recruitment process, description plays significant role.
Along with this job description also provide information related to the scope of job roles and
responsibilities and positioning of the job within the Datatech company. Information on the job
description is provided on the following elements
 Promotion and transfer
 Future development of work standard

 Describing the career path
On the other side job specification focuses on the specification of the candidate which is hired
by HR department (Stone and Deadrick, 2015). In the job specification, a list is prepared for all
the jobs position which is available within the Datatech company. However, it provides
information on the following elements that are as follows:
 Training and development
 Planning of career
 Work responsibility
Job analysis is needed to be done in order to make a review before recruitment through
analysing of qualification and on the basis of the requirement for the job. This is done with the
with the use of a different set of question for measuring the skills required for the job (Russell
and Brannan, 2016). The reason for completing the job analysis is that to have a better sense of
skills and qualities which are looking for a candidate. Job analysis is required for each position
because it aids in tracking possible changes which occur over time in the nature of employee’s
role. Furthermore, job analysis is closely related to the job analysis and all the information which
is gathered on each job with eh help of job analysis is properly organized and complied with the
job description. These steps are important because if the inaccurate evaluation of a job is often
causing errors in the basic data that is provided in the job description. Hence it is important for
Datatech HR department to make proper job analysis and appropriate description of the job
duties and specifications. Importance of job analysis is that it helps HR for hiring a right
candidate for the right job (Oke, 2016). Along with this, it assists in evaluating the job in which
the worth of job will be evaluated. Apart from this in selection procedure it can help in
identifying the job duties which is need to be included in the job advertisement, interview
questions etc.
Following options are included in the job analysis
Select job for study: In this vacant position needs and wants are identified, then it
included in the job description. Through identifying the needs of the job made easy for further
evaluation.
 Determine information needed: All the information should be collected that help in
selection procedure such as characteristics and traits needed for the job. Along with this

ability to perform the task and detail information related to the selected position in
Datatech company.
 Identifying sources of data: There are two different sources from where data can be
collected such as primary and secondary (Oaya, Ogbu and Remilekun, 2017). In primary
information can be gathered from observation and survey. On the other side of secondary
information can be collected from the books, internet, websites, and articles.
 Determining methods of data collection: Information can be collected from different
sources such as watching the traits and characteristics of successful employees who are
currently working in the organisation in a particular position (Recruitment & Selection
Hiring Process. 2015).
 Evaluating and verifying the data: All the collected information is a need to evaluated and
verify so that proper list of information can be prepared which is required in the
successful selection process.
 Use of the data for the process, writing and analysing them: All the information which is
gathered from the job analysis is further used for emerging the job description and job
specification (Karabasevic, Zavadskas and Stanujkic, 2016).
There are two types of job analysis which can be performed that are skill-based analysis,
task-based analysis. In a task-based analysis, Datatech can focus on the duties of the job and it is
completely opposed to the competency-based analysis.
Recruitment method for Database Administrators position at the Datatech company
The role of all about data, and specifically related to the databased. Data base administrator is
responsible for the data schema design and it should be effective enough in respect to databased
installation and maintenance.
To recruit the database administrator, it is essential for Datatech recruitment department to make
job description in which detail information related to the roles and responsibilities, skills,
working condition and experience is provided (Junni, Sarala and Cooper, 2015). Further advert
can be post online or in new paper. Further it is essential to choose from where to hunt for
candidates. At last company can review the application and conduct interview for the selected
candidates.
Recruitment method for Data Entry Operator at the Datatech company

Datatech company want to hire 65 data entry operators. There are different resources which are
provided to HR department in order to conduct recruitment. In order to hire data entry operator
HR team can conduct short test and scan all the application with the help of high speed scanner.
Further company can have called for interview who get passed in typing test.
Recruitment method for IT Help Desk Operator at the Datatech company
At the time of hiring IT help desk operator, it is important for Datatech company to
prepare job description and job specification (Humburg and Van der Velden, 2015). Further
summary of terms and condition for the post. Then company can start application process.
Recruitment method for Data Entry Team Leader at the Datatech company
The roles and responsibility of data entry team leader is to guide entire team and
accomplish the goals and objective on time. Datatech company can conduct interview in which it
can directly ask question to candidates and make selection on the basis of their skills, knowledge
and experience.
Recruitment method for Specialist Librarian at the Datatech company
Before hiring Specialist librarian, it is important to conduct job analysis and include all the
information in job description (Hermann, Pentek and Otto, 2016). Further company can post
vacant position advert on newspaper, on company website etc. Along with this, 3 rounds of
interview will be conducted after that final decision will be made related to the selection of
candidate.
Provide a Job and Person Description forms for the Database adminstrator
Title- Database
administrator
Essential Desirable Evidence
Qualifications
English and Maths at
GCSE Grade C or
above or equivalent /
relevant experience.
√ Application Form
Administration
qualification or
√ Application Form

relevant experience in
an administrative role
Experience
Experience in using
databases / CRM
software.
Application Form
Experience of
working in an office
environment.
√ Application Form
Experience of
participating in or
understanding of
charity fundraising
√
Experience of
using or knowledge of
just giving as an
online charity giving
platform.
√
Knowledge, Skills and Abilities
Excellent oral and
written
communication skills
in English
Application
Form/Interview
Excellent oral and
written
communication skills
in Welsh.
Application
Form/Interview
Personal Qualities

Ability to prioritise
and manage own
workload effectively
and efficiently
√ Application
Form/Interview
Good interpersonal
skills and ability to
work within and
across teams.
√ Application
Form/Interview
Ability to work under
pressure, respond to
priorities that may
change at short notice
and meet deadlines
√ Application
Form/Interview
A positive, self -
motivated and
enthusiastic attitude to
work.
√ Application
Form/Interview
A set of interview questions and scoring guide for at least one of the positions.
1.) What is the most important user of database.
2.) How do you troubleshoot problem in your current role?
3.) What knowledge or training do you have that would make you an excellent Database
Administrator?
4.) What are the skills database administrator needed?
Scoring guideline
1 2 3 4 5
Problem
solving skill
Experience
Technical

sills
Work related behaviour
Work-related behaviour is the way employees carry out their work, arrives on time,
shows a willingness to learn a new task, maintain performance without showing any sign of
fatigue etc. Before recruiting candidate, it is important to conduct a behavioural test which made
easier to understand that candidate it appropriate for the selected position or not (Haq, 2017). In
the organisation, employees show different positive and negative behavior at work. Job
performance is the degree of success which can be accomplished the task which is provided in
the job description. In the organisation, an individual ability is the main forecaster of job
performance. The way employees are treated at the work, work attitudes and level of experience
at work. Along with this, the personality of the factors related to one job performance is also
known as the abilities of employees. Negative behavior within the Datatech company of
employees can be reflected through the more absenteeism, work-life balance issues and low
engagement in group task.
Work related behaviour can be formed a part of the rigorous selection method if Datatech
company conduct interview on work related behaviour while carrying out recruitment process
(Gibbs, MacDonald and MacKay, 2015).
Along with this Datatech company, need to understand the way it can conduct a
behavioral interview. In order to know the effective way of finding out that a candidate features
and enthusiasm match the behaviors needed for the job. For this purpose, behaviour interview is
one of the effective tools to determine the candidates who have traits and characteristic which is
essential to the success of the job. Along with this in the interview Datatech company can ask
question for which candidate can provide a specific example in which a particular behavioural
was exhibit in the past.
The way to conduct an effective behavioural interview are as follows:
 Starting a preparation for a behavioural interview through finding out what an employee
be able to do in the open job.
 Secondly, Datatech company need output and performance success factors for the job.

 Determining the traits and characteristics of the individual to the person who can be the
success of the job. For instance, if employees are working successfully then make a list
and traits and characteristics which bring them to the job.
 Further, short the list of all the key behavioural traits and HR thought that a candidate
must have to perform the job.
 Developing a list of questions for both behavioural and traditional which can be asked of
each candidate while carrying out the behavioural interview. A behavioural interview
question can make comparison between the different answers and approaches of
interviews.
Recruitment and selection process
 Step 1: Identifying vacancy and evaluate need: Recruitment provides opportunities to the
bring into line the staff skills set to creativities and goals and for the organisation and
individual growth. At the time of hiring for newly created position Datatech needs to
understand the skills and capabilities that are needed for the vacant position (Dmitrieva,
Zaitsev and Surova, 2014). Therefore, HR department of the Datatech needs to conduct
job analysis because of the new position.
 Step 2: Step 2: Develop Position Description: A description of the position is one of the
essential steps in the recruitment process (Bhoganadam and Rao, 2014). In this HR
manager of Data tech company needs to frames interview question, behavioural questions
and interview evaluation. A position description includes a responsibility and
qualification which can attract the right candidate. Along with it provide roles and
reasonability that candidate should fulfil while carrying out its job.
 Step 3: Develop Recruitment Plan: For each position Datatech need to document a
recruitment plan that is approved by the organization unit. If it carefully structured then
it became easy to hire qualified candidates. Along with this, the company can use
different recruiting sources that are internal and external which can attract the candidates
who are high skills and capabilities for the specific post.
 Step 4: Select Search Committee: Selection search committee is formed for an interview
in order to ensure that each and every candidate is evaluated on the basis of provided
criteria and avoided any personal bias (Doyle. 2017). In this hiring manager lead to
identifying members who can directly interact with the application in the selected job

position (Albrecht, Bakker and Saks, 2015). Apart from this search committee also make
sure that no conflict of interest takes place in relation to the applicants under
consideration. Hence search committee help in selecting a right candidate for the right job
without any personal interest or bias.
 Step 5: Post Position and Implement Recruitment Plan
 At the time when post position is completed and position is posted on the website for
inviting the candidates. It is important for HR candidates to make efforts in order to make
the accuracy of the job description and posting text. Along with this application can be
reviewed and dispositioned at the time a minimum number of posting days has been
completed.
 Step 6: Review Applicants and Develop Short List: All the applied application is
reviewed and a short list is developed on the basis of skills and experienced candidates.
 Step 7: Conduct Interviews: Interview is conducted once all the application is reviewed
and candidates are selected for interview purpose (Abbasi Tabatabaei and Labbaf, 2016).
The different interview question is prepared on the basis of the job position.
 Step 8: Select Hire: Finally, candidates are selected on the basis of their interview results.
Along with this salary structure is provided to the candidates and informed about all the
roles and responsibilities which they need to fulfilled while carrying out their job
Conclusion
From the above report it is concluded that job analysis plays significant role in order to
identifying, analysing and determining the duties, skills abilities and responsibilities for a
specific job. On the basis of job analysis, job description is prepared in which all the information
which is analysed is recorded for the recruitment process. Further it is concluded that company
need to conduct behaviour interview so that right candidates can be hired who can perform their
job in an effective manner.

Reference
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