Recruitment and Selection Process Analysis at Tech Now Company

This report analyzes the recruitment and selection processes at Tech Now, an IT services company founded in 1990, focusing on optimizing employee hiring and retention. It examines each stage of the employee lifecycle, from attraction and recruitment to onboarding, development, retention, and separation, detailing the methods used to attract and retain talented individuals. The report also compares different selection models, discusses essential selection records, and includes a sample letter of appointment. Ultimately, the report emphasizes the importance of effective recruitment and selection in achieving organizational goals and maintaining a motivated workforce.

Task 1 & 2

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
Analysing each stage of the employee life cycle........................................................................3
Analysing different methods and stages of recruitment..............................................................4
Explaining different ways for gather information for specified roles.........................................5
Assessing different methods and material to attract talented individuals...................................6
TASK 2............................................................................................................................................7
Comparing different models of selection....................................................................................7
Discussing the selection records that help in writing the letter of appointment and non-
appointment.................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES:.............................................................................................................................10
Books and Journals...................................................................................................................10

INTRODUCTION
Recruitment and the process of selection is very important for the organisations to be
performed in order to hire the effective employees in the workplace (Upadhyay and Khandelwal,
2018). It helps the organisations to select the appropriate candidate for performing a specific job
in the company. For this report, Tech now has been undertake into the account. It is IT services
ans IT consultant company that was founded in 1990. In this report there will be the discussion
on the various stages of the employee life cycle. Different methods and the selection modes will
also be analysed in relation to the organisations. Various methods will be analysed in order to
attract talented individuals. There will be the comparison the the various selection methods. At
the end of the report, there will be the discussion of the letter of appointment and the non-
appointment.
MAIN BODY
TASK 1
Analysing each stage of the employee life cycle
 Attraction: It is the first stage of the employees in the life cycle of the employees that
how the employer interact with the employees in the company. In this stage the employer
make the employee familiar with the organisational structures, systems, rules etc.
 Recruitment: It is the next stage in the cycle of the employee life cycle. In this type of
the stage the recruit hire the employees in the company according to the needs of the
organisation. They uses various recruitment platforms in order to attract talented
employees (Van Esch, Black and Ferolie, 2019). In relation to the Technow company
they recruit the employees by various platforms.
 On boarding: After the recruitment of the individuals, the organisations and the
companies invites the employees in the workplace and tell about the organisational
structure and also give knowledge about the roles and the duties that they have to
performed. As a hiring team member of the Technow company the recruitment team
onboard the employees to make them familiar with the work culture of the company. In
this stage they clearly describe about the job roles and the duties they have to be
performed in the company.

 Development: It is the fourth stage of the employee lifecycle. In this stage the leaders of
the company focuses on to give knowledge about the new skills and techniques to the
employees. This helps the organisations in the overall development of the employees.
Management department of the Technow company effectively trained their employees
also motivates them in the workplace according to their performance.
 Retention: In this stage the organisation focuses on the retention of the employees by
maintaining healthier relationship with them (Abbasi and et.al., 2020). Technow
company effectively co-ordinate with their employees and understands the needs of the
employees so they can easily retain them for the long period of time.
 Separation: It is the last stage of the employee life cycle in which they leave the
company or retires from the particular organisation. In relation to the Technow company
they find out the reason for leaving the company of the employees and they take honest
review and feedback from them.
Analysing different methods and stages of recruitment
There are various steps that the organisations and companies go through in order to hire the
effective employees in the workplace. Methods and the stages of the recruitment process has
been mentioned below in relation to the Technow company:
 Understanding and analysing the requirements: It is the first stage of the recruitment
process in which the HRM department of the companies analyses the needs of the
workforce they want to hire. In relation to the Technow company they want to hire the
management team so for that purpose they will carry out the recruitment process.
 Preparing the job description: It is the secong stage of the process in which the
organisations clearly describe about the roles of the job. It includes type of the job,
company name, salary, specific skills that individual should posses, location of the
business etc (Pelletier and Sonenberg, 2019). Technow wants to hire a management team
in their company so for that purpose they have to describe about the functions of the job
clearly to the individuals.
 Sourcing: In this stage the companies and the organisations start to share and the
advertise the vacant jobs to the individuals in the market. Technow company should have
to use various techniques like social media, referrals etc. in order to attract the potential
employees for the management team.

 Applicant screening: It is a very challenging stage for the companies as in this they have
to identify the best individual from the applications they have received. Technow
company critically analyses the resume of the candidates that helps them to find out that
who can perform the management function in their company.
 Selection: In this stage the organisations and the companies takes the interviews of the
various individuals whose resume they have selected. After the interviews select the most
appropriate candidates (Albert, 2019). Technow mainly focuses on that candidates who
are able to perform the management functions in the company effectively.
 Hiring: After the ideal employees have been selected for the company, they are hired in
the organisation by giving the offer letter. Technow company hires the employees by
telling them various components like salary, working hours, schedule etc.
 On boarding: In this stage the companies takes the new employees at the workplace and
make them comfortable with the work culture (Morello, Issa and Franz, 2018). Technow
company effectively carry out this stage in order to make familiar relationship with the
new employees
Explaining different ways for gather information for specified roles
For gathering the information of the specified management roles the below documents
have been made that helps the individual to get the knowledge about the roles and the duties.
JOB SPECIFICATION
Job title: Manager
Reporting to: HR manager
Job description: to helps in managing the activities of the company
Duties and Obligations:
 Understand the needs of the organisation
 Should make an effective plans and strategies
 Taking effective decisions in order to tackle the problems
 should effectively communicate the plan to the employees Should effectively analyse the performance of the employees
Qualifications:

 Bachelors degree in management
 should have management skills
 Should understands the environment of the IT sector.
 Advanced knowledge of the software
 should helps out the employee with the proper solution
PERSONAL SPECIFICATION
Significant Skills:
 Effective communicating skills with the employees
 Co-ordinate with the leaders of the company
 Multitasker in performance the management function
 Should have the knowledge of the latest trends of the IT sector Knowledge of how to use IT software
Required Skills:
 Easily flexible and understanding
 Effective communication skills
 Should motivate the employees regularly
 Should be calm in nature
 JOB Description: It is a document that helps the individual to know about the roles and
the duties of the job they have to perform in the future. It is also known as job
specification in which all the details of the job are mentioned. Technow company
describes the roles and the duties to the individuals.
Assessing different methods and material to attract talented individuals
 Create better company culture: It is one of the most effective ways to attract the
potential employees towards the organisation (Koval and Rosette, 2021). Technow
company ensures that they maintain a healthy work culture through which the employees
can feel motivated and determined towards the goal.

 Promotes the employees: It is a second effective ways in which the companies attracts
the new talents by promoting the existing employees to the higher position. Through this
the employees personal goal is also achieved with the professional goal.
 Investment in new technologies: By investing in the new techniques of the production
the company can make the employees more skilled and efficient (Williams, 2021). This
helps the organisation to attract the potential employees towards the company.
TASK 2
Comparing different models of selection
Basis Interviews Tests Applicant form
Meaning In this type of
selection models the
company offers the
individual to apply for
a specific job.
In this type of model
companies take a tests
from the individual to
check their
knowledge. They carry
out the tests according
to the job they are
offering.
It is a form that is
submitted by the
candidates in the
company that contains
all the details
regarding to them.
Importance It is highly used in the
companies that after
passing the resume of
the persons the
companies take
interviews in order to
find out are they
capable to perform the
job they are offering.
This model plays an
important role in
selecting the
candidates (Bruchard
and et.al., 2022). This
facilitates the company
to check the
knowledge of the
individual regarding
the specific job they
are offering.
This is very effective
model of selection as it
helps the organisations
and the companies to
analyse their skills and
knowledge.

Discussing the selection records that help in writing the letter of appointment and non-
appointment
When the companies or the organisations hire the new candidates in the workplace they
have to kept several documents. It should be considered as it helps the company to know about
their background and the previous backgrounds (Rooshenas and et.al., 2019). Organisation
should kept their ID proofs so that they can get to know about their backgrounds. Managers of
the company also sees the experience of the candidates through which they can place them
directly to the higher position.
LETTER OF APPOINTMENT
Date: 15/02/2022
Name: John James
Address: 14117 Jones Maltsberger road, San Antonio, United States
Dear Kevin Trump
Appointed as the post of Manager
We refer to the recent interview you have been given for the above position. We are
pleased to tell you that we are offering you the post of manager in the company.
Salary: 50K
Probation period: 6 Months
Working hours: 7-9 hours

CONCLUSION
From the above report it has been analysed that recruitment and selection of the
appropriate candidates in the workplace is very important for the companies and the
organisations. This helps them to hire the efficient employees through which they can achieve
the target of the company. Various stage of the employee life cycle have been analysed.
Different methods and ways of the selection have also been undertaken. Various methods and
materials have been analysed in relation to hire talented individuals in the workplace.
Comparison of the different selections models have also been analysed. At the ends of the report,
letter of appointment have been mentioned.

REFERENCES:
Books and Journals
Abbasi, S.G and et.al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs, p.e2438.
Albert, E.T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and
selection. Strategic HR Review.
Bruchard, M and et.al., 2022. Recruitment and activation of type 3 innate lymphoid cells
promote antitumor immune responses. Nature Immunology, 23(2), pp.262-274.
Koval, C.Z. and Rosette, A.S., 2021. The natural hair bias in job recruitment. Social
Psychological and Personality Science, 12(5), pp.741-750.
Morello, A., Issa, R.R. and Franz, B., 2018. Exploratory study of recruitment and retention of
women in the construction industry. Journal of Professional Issues in Engineering
Education and Practice, 144(2), p.04018001.
Pelletier, J. and Sonenberg, N., 2019. The organizing principles of eukaryotic ribosome
recruitment. Annual review of biochemistry, 88, pp.307-335.
Rooshenas, L and et.al., 2019. Intensive triangulation of qualitative research and quantitative
data to improve recruitment to randomized trials: the quintet approach. Qualitative
Health Research, 29(5), pp.672-679.
Upadhyay, A.K. and Khandelwal, K., 2018. Applying artificial intelligence: implications for
recruitment. Strategic HR Review.
Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job
application and selection. Computers in Human Behavior, 90, pp.215-222.
Williams, P., 2021. 'The Missing Link': The Recruitment of Women Missionaries in some
English Evangelical Missionary Societies in the Nineteenth Century. In Women and
Missions: Past and Present (pp. 43-69). Routledge.