HR Recruitment Report: Data Tech's Recruitment Methods and Job Roles

This report provides a detailed analysis of Data Tech's recruitment procedures, focusing on the company's approach to hiring new employees. The report begins by defining recruitment methods, including direct, indirect, and third-party approaches, and then applies these methods to specific job roles within Data Tech, such as database administrators, data entry operators, and specialist librarians. It outlines the rationale for choosing each recruitment method based on the specific needs of the role. The report then delves into detailed job descriptions and person specifications for each position, including responsibilities, required skills, and qualifications. It also provides sample interview questions for certain roles. The report highlights the importance of effective human resource management in ensuring that the right candidates are hired and that the company can achieve its goals.

Running head: RECRUITMENT
RECRUITMENT
Name of the Student
Name of the University
Author Note

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Executive Summary
The given report has elaborated upon the recruitment procedure of a company known as Data
Tech which had hired an HR Consultancy to solve and manage its human resource related
problem. In the given report, the meaning of recruitment method has been discussed along with
the recruitment sources under each method. The next section discussed about the company
profiles which need to be filled along with the recruitment methods for each post and the reason
for each. The second part of the report has thrown light on the Job description and person
specification management. The job descriptions for the various posts have been provided along
with the person specification of each. Certain interview questions for the post of Data Entry
Operator and a Specialist Librarian have been given.

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Table of Contents
Introduction......................................................................................................................................3
Recruitment Methods.......................................................................................................................3
Direct Method..............................................................................................................................4
Indirect Method...........................................................................................................................5
Third Party method......................................................................................................................6
Recruitment Method for the given posts.........................................................................................6
Job and Person Description...........................................................................................................10
Job 1 : Database administrator..................................................................................................10
Job 2: Data Entry Operator Team Leader..................................................................................11
Job 3: Data Entry Operator........................................................................................................12
Job 4: Help Desk operators........................................................................................................13
Job 5: Specialist Librarian.........................................................................................................14
Conclusion.....................................................................................................................................15
References......................................................................................................................................17
Appendices....................................................................................................................................20
Appendix 1.................................................................................................................................20
Appendix 2.................................................................................................................................21
Appendix 3.................................................................................................................................23

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Introduction
Human resource management can be defined as the management of the human resource
component of the company. Employees are considered to be the backbone of the organization
and hence, their management is extremely relevant for the growth of the organization. The
primary aim of the management is to see to it that the right people are employed at the right time
and at the right place. The primary purpose is to improve employee performance and maximise
the success of the firm (Cascio 2018). The given report aims to throw light on the human
resource aspect of one such company known as Data Tech. Data Tech is involved in transcribing
business and requires a new workforce for its operations in a new city. It has hired
WestAusProHR in order to carry out the various human resource tasks. The given report shall
outline the human resource plan for each role and the preferred recruitment method (Brewster
and Hegewisch 2017). It shall also throw light on the job description details relevant to each post
and the persona skills, specifications as well as knowledge required for each job.
Recruitment Methods
Recruitment methods can be described as those methods which are adopted by the
organization in order to hire new employees. Through the recruitment methods a company is
able to maintain and establish contacts with the given potential candidates. These methods are:
1. Direct Method
2. Indirect Methods
3. Third Party Methods.
The recruitment method is used to establish links with potential candidates (Alfes et al.
2013). A brief description of the methods has been provided:

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Direct Method
In the direct method, the personnel representation the organization are sent to various
educational as well as training institutes and they are asked to establish contacts with the
candidates who are interested in working with the organization. Through this method, the
organizations stay constantly in touch with the placement cells in the various institutions for
people pursuing management, medical and engineering. Very often, the organization also stays
in touch with the professors and takes information about excellent students. In the given method,
the recruiters are sent to fairs and conventions so that direct contact can be built up with the
recruiters.
In simple terms, the direct method can be referred to as a method whereby the firm takes
the whole recruitment and selection in their own hands and hires people who report to the office
itself. These methods include the process by which the companies advertise on their own and the
candidates directly to the company and the managers take the interview of the different
candidates and hire them accordingly (Alfes et al. 2013). This method is preferred when the
company does not want to invest much into its human resource aspects and is jest able to invest
in its advertising costs.
Some sources of this method:
 Advertisement:
In the advertising method, the company sends the advertising in a radio, website
or in a newspaper. The drafting of the advertisement plays a crucial role as it reflects the
way in which a candidate portrays the firm.
 Campus recruitment:

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When the firm wants to hire candidates from a good background and certain
relevant skills then it hires staff from campus recruitment. This kind of recruitment helps
the firm as the company can find relevant candidates at one place. The primary
disadvantage is that only entry level posts can be filled with this method (Renwick,
Redman and Maguire 2013).
 Websites
These days a specific web portal is available for the firm such as monster.com,
indeed and others which provides a new dimension for the firm to explore a wide
database of candidates.
 Referrals
This is another form of direct recruitment whereby the firm promotes some of its
employees to a higher level or asks the existing employees to get in some other
employees from their known circle. This often gives rise to nepotism (Marchington et al.
2016).
Indirect Method
In the indirect method, the company advertises in various newspapers, television, radio
magazines and journals to attract the potential job candidates.
The reasons why these methods are used are given below:
 When the firm is unable to find a candidate which is suitable for the organization and
hence, the company wants to take expert advice.
 When they want to expand their research to a wider territory (Purce 2014).
 When it is looking out for a candidate who has a specific professional knowledge.

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 Very often the firms just leave a blind advertising hereby the identity of the firms is not
given out (Sparrow, Brewster and Chung 2016).
Third Party method
In the given method the company makes the use of employment agencies, consultancies,
professional bodies and organizations and trade unions to establish connection with the job
seeking candidates.
The use of a correct method plays a crucial role in determining the work force of a firm.
The method which has to be chosen depends on the policy of the organization, the labour supply
and the regulations set by the government (Marchington et al. 2016). The best method is too
looking within a company and takes advantage of the experience.
Recruitment Method for the given posts
Name of the Post Method Reasons
Database Administrator Direct Method
The direct method is being
used for the given company
whereby the organization
wants to manage the given
employee recruitments on
This job requires a person
who is a skilled and has in
depth knowledge about his
particular field. The reason
behind choosing the
particular method is to make

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their own.
Newspaper/ Online
Advertising
It has been suggested that in
this method, the company
will send out requirements
in form of an advertisement
in the local newspaper
(Sparrow, Brewster and
Chung 2016). It may also
give an advertisement on the
internet.
sure that the person will be
tested for relevant skills and
for this he can belong to any
background as a skill test
will already take place.
Specialist Librarian Indirect method
Management Consultancy
The company wants to hire
the given person using a
management consultancy
organization. It will look out
for posts and eligible
candidates and may also
hire suitable candidates in
the consultancy itself.
For the post of a specialist
library, the person needs to
have previous experience
for the case. No such skill
test will be actually taken if
the person has adequate
experience. For this the
chosen recruitment source is
a management consultancy.
These management

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consultancies keep
knowledge about their
candidates and can be
trusted.
IT Help Desk Operator Direct method
In house promotion
For this given post, the
company plans to hire a
person from its original
company. This job requires
certain experience and
therefore in house
recruitment shall be the
most preferable method
(Storey 2014).
The IT Help Desk Operator
is a task whereby the
company needs to have
personnel who has adequate
knowledge about the
situation and the technical
aspects of the company. For
this reason, an in house
operator will be suitable as
he is already aware of the
organization and its needs.
Data Entry Team Leader Direct method
Campus recruitment
For this given job, the
person who will be hired
needs to have adequate
leadership skills and
therefore it is important that
For the given opportunity,
the company needs a person
with adequate skills as well
as leadership skills
(Budhwar and Debrah
2013). The reason being that
for this job the company

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he or she is taken from a
reputed university where he
is provided with special
knowledge.
will need personnel who
will be able to lead a whole
team properly and even
provide them advice. For
the same. Therefore,
see=lection from a good
management college will be
beneficial for the firm.
Data entry operator Third party
Consultancy
For appointing staff for this
job, third party sources are
preferable, the company can
appoint a consultancy and
choose a proper candidate.
The reason why a third
party method will be used in
recruiting a data entry
operator is because the firm
wants to recruit a person for
the role who has proper data
entry skills. For this post it
will be better for the firm to
hire a person from some
union or a consultancy
because they will keep a
record of the relevant skills
of the personnel and this
will make things easier for
the person (Jackson,

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Schuler, and Jiang 2014).
Refer to Appendix 1 and 2 for interview questions of two posts
Job and Person Description
Job 1 : Database administrator
Number of posts :1
Description :
The database administrator is a person who will responsible for managing and using the
inbuilt as well as specially designed server management software.
The description of the job is given as follows:
 The duty of a data base administrator involves managing the different access to data. The
employee needs to see to it that all the other departments have access to the given data
and are able to make the right kind of decisions at the right time.
 They need to ensure that there is place for sufficient backup
 Very often a disaster might occur. They need to see to it that the disaster recovery plans
are adequately implemented (Brewster et al. 2016).
 The administrator should train the users of the system and answer their given questions to
make sure that the system runs smoothly.
 The administrator is also required to develop certain standards and see to it that all the
employees know how to monitor the system and protect the different kinds of value
system.