Question
Your paper should be eight-full pages of research from your approved topic. You must have at least four scholarly/peer reviewed articles regarding your topic. Other references are allowed if you so choose, however, requirements are for at least eight scholarly articles. Articles should be current (not less than 10 years old). Ensure your paper is of substance/facts and not filled with fillers; fillers bore no relevance to the topic. This topic is has vast information, please focus on the main topics of recruitment, selection, and hiring.
Solution
HR Managers: Rules for Recruitment, Selection, Hiring, and Educating
The human resource management department ensures that an organization has the best talent in the market to achieve organizational objectives. They play the role by recruiting, selecting and hiring the most qualified and experienced person for the job. Besides attracting the best employees into the company, they should also provide training and development to ensure that they continue working efficiently and productively for the company. Recruitment, selection, and hiring involve various written and unwritten rules and regulation that recruiters should always follow to hire the right person and avoid the risk of getting the wrong person into the organization (Marie Ryan & Derous, 2016). They should follow legal and ethical standards and comply with the organizational culture. Failure can have a detrimental impact on the business, such as wasted time, money, and effort or the risk of working with the wrong employee. Although the human department team could use numerous strategies to recruit, select, and hire the right employees, they should use the industry best practice in the tasks to remain within the legal and ethical confides.
Recruitment Selection and Hiring
Recruitment, selection, and hiring are processes involved in ensuring that an organization has the right human capital. Recruitment entails identification, screening, shortlisting, and hiring the potential employees to fill up vacant position in a firm. It is a critical process in human resource management within any type of organization. The human resource management team should attract and select the right person for the correct position and at the right time for an organization. They focus on educational qualification, experience, and skills, and abilities of the potential candidates. They engage in attracting, selecting, and hiring employees to meet the need of the organization. Recruitment, selection, and hiring can occur internally, that is, within the firm or externally, that is, through the use of external sources of potential employees. Some of the relevant internal factors are the size and type of the company, a firm’s image and reputation, recruiting policy, and the image of the job. On the other hand, external factors include labor market, labor laws, unemployment rate, demographic factors, competitors, and legal considerations (Nikolaou & Oostrom, 2015). The examination of the elements depends on whether the human resource team is highly internally or externally. Companies with efficient recruitment and hiring processes gain productivity benefits and create a positive working environment with positive work relationships.
Selection involves choosing or picking the right candidate for the vacant position. The selection process includes interviewing the candidate and evaluating the qualities of each applicant, and selecting the one with the most desirable traits based on the job being filled. The selection of the right employees helps the organization to reach its goals and objectives efficiently. During the selection process, the human resource team should take into account the qualifications, skills and abilities, and the experience of the most suitable candidate for the position (Stariņeca, 2015). The qualities help the employee to perform duties relevant to the job once they are hired. Since recruitment attracts many candidates, the selection stage is necessary to choose the most suitable from the many. While recruitment is a positive process of inviting candidates to apply, the selection is negative because it involves eliminating as many of the applicants as necessary to get the right employee. Nevertheless, recruitment and selection are essential to the company, and they occur place simultaneously.
Hiring occurs when the company has recruited and selected the most appropriate candidate for the position. Proper hiring decision requires that the human resource or recruiting team follow a step-by-step process to meet the identified human resource need in the organization. The process leads to the eventual hiring of the most qualified candidate for the job. The team should understand that the hiring decision depends on the particular needs of the organization (Stariņeca, 2015). The negotiation between the recruitment team and the candidate leads to a job offer to the right candidate. The recruiters should give an offer letter and begin completing the paperwork to bring the recruit on board. The hiring process should also include best practice in preparing the new employee for the job, such as through initial training and development. The company should have rules and regulations to integrating new employees into the company to contribute towards the achievement of its goals and objectives.
Best Practice and Rules in Recruitment, Selection, and Hiring
Recruitment, selection, and hiring are not as easy as they sound. Companies are facing significant challenges in their attempt to attract the right candidates and select and hire those who can contribute to the achievement of its goals and objectives. Some of the barriers are a shortage of skills, increased competition in the job market, and diversity in the expectations of candidates. As a result, human resource teams and recruiters should focus on developing and using best practice in the recruitment, selection, and hiring employees to become competitive and attract the most productive human capital. The process creates an opportunity for human resource managers to realize cost savings by following the recruitment, selection and hiring rules in their industry. Best practice entails making right decisions that benefit the company and its employees (Peregrin, 2014). It also means the ability to adopt recommended recruitment strategies to achieve rationality and efficiency in hiring decisions. Following is a discussion of the best practice that ensures the human resource management follows the rules and regulations during the recruitment, selection, and hiring process.
Compliance with Organizational Culture
All organizations have a culture, which is the normal way of doing things. It also defines the way people at different levels, including the managers and employees, are expected to behave in various aspects of the company, such as the hiring and training process. the culture of the organization develops over a prolonged period and continues to affect processes and activities for years or decades. Therefore, during the recruitment, selection, and hiring process, human resource management should consider the organizational culture to ensure that the hired persons add value to the company. One of the ways of ensuring compliance with the organizational culture is to conduct the recruitment, selection, and hiring process according to the recruitment policy (Kaplan et al., 2018). The policy provides the rules that the recruiting team should follow, such as when hiring internally or externally. The policy is a critical factor and affects the entire recruitment process. it helps them to identify the objectives of recruitment and creates the framework for the adoption of hiring systems and programs in the company. With a clear policy, recruitment and hiring become straightforward because of the presence of guiding principles.
Resources also guide the recruitment, selection, and hiring process in the organization. The recruitment policy details the availability of resources, including finances, that a company should use during the process of filling vacant positions. The human resource management team should use the available resources to create a strong branding strategy for the company during the recruitment, selection, and hiring process and ensure that the firm continues to attract the right team (Nikolaou & Oostrom, 2015). The strategy introduces the potential candidates to the company, and it makes the hiring process easier because the recruiters get the right candidates for the job. The recruiting team should also leverage organizational culture as a resource for attracting the right qualifications, skills and abilities, and experience. Human resource managers should use the culture and also ensure that potential employees understand it long before they are selected and hired to become part of the company’s workforce. Culture relates to the company’s mission, vision, and core values (Kaplan et al., 2018).The human resource team should develop the knowledge of the culture to transmit it to the potential employees during the recruitment, selection, and hiring process.
Adherence with Laws and Regulations
The human resource management team should always follow the rules and regulations in place to ensure that its recruitment and hiring process is legal. The human resource team or recruiters should be aware of the legal considerations involved in the recruitment, selection, and hiring of employees to fill vacant positions in a company. Job postings, interviews, reference checks and the final hiring decision or job offer should follow legal guidelines to avoid any risk for a company, such as litigations. They should ensure that the job postings are done following the law and ask questions during the interview in a way that avoids discrimination (Humburg & Van der Velden, 2015). They should have the right knowledge of employment law, especially those that prevent employment discrimination. For example, employers should avoid discriminating against their employees or candidates based on their ethnicity, race, religion, family status, marital status, gender, age, disability, and sexual preferences. Possible discrimination can place the company at the risk of legal cases or damaged reputation. The recruiting team should follow the legal guidelines to protect the organization against such consequences.
Observance of Ethical Considerations
Ethics in the recruitment and hiring process are critical because they define the most acceptable way of recruiting, selecting, and hiring the right candidates. For example, ethical principles spell out the need to avoid discrimination during the process. The human resource team should select candidates based on qualifications, skills and abilities, and experience. They should hire the most suitable candidate depending on the job requirements. They should evaluate the attributes of each candidate before making the final decision. therefore, they should select and hire the appropriate candidate to support the goals and objectives of the company and eliminate those who fail to meet the criteria (Nikolaou & Oostrom, 2015). Various other ethical considerations are necessary, such as ensuring the privacy and confidentiality of the candidates’ information. human resource managers encounter a huge amount of personal information that they should maintain in a high level of confidentiality. Another ethical consideration is to ensure that all candidates are treated with the utmost respect (Hughes, 2014). For example, the company should provide proper feedback, even to candidates who have failed the interview, and maintain open communication throughout the hiring process.
Training and development
Companies should ensure effective training of newly hired candidates to ensure that they are accustomed to the organizational culture and expectations of their job. It is unethical for companies to expect new employees to deliver positive results without proper and adequate training and development. Therefore, the human resource department should have, as part of the recruitment policy, a provision for the training and development of new employees (Derous & De Fruyt, 2016). in some companies, the process takes place during the probation period, which is a specific number of months (three or six) during which new employees are trained and developed on the job. It is also ethical for human resource managers to develop skills and abilities specific to the job. The education will help them to become more efficient on the job they are hired to meet the expectations of the organization. They also have the opportunity to learn and work with other employees to improve work relationships.
Impact of Failing to Follow the Rules
The human resource management team should follow all the rules and comply with policies o equip the company with the most suitable human capital. Failure to perform the recruitment, selection and hiring process appropriately can cause unfavorable effects on the organization. The failure can lead to loss of money, time, and efforts for the human resource department and the entire company. For example, the company will waste time and money if the human resource team hires an unqualified person for a specific position. It means that the company might have to repeat the whole recruitment and hiring process to get the right person for the job. It will have spent finances, time, and efforts twice to get a single employee. Another impact is the risk of a wrong person joining the company and derailing the efforts to achieve its goals and objectives. in some cases, the cost of firing an employee could be high, such as the risk of litigation for discrimination. The human resource management team should avoid the cost by ensuring that the recruitment and hiring process is foolproof. Whenever they ignore the rules, they run the risk of getting into the company the wrong person.
Conclusion
Recruitment, selection, and hiring decisions are critical to ensure that an organization attracts the right employees to achieve its goals and objectives and achieve positive performance outcomes. Human resource activities can add value to the organization depending on the way they are conducted. As a result, the human resource management team should strive to follow the best practice, as well as rules and regulations to achieve positive results during the recruitment, selection, and hiring process. for example, they should comply with the law, follow the organizational culture and ethical guidelines for effective hiring decisions. Organizations should ensure that they use recruiters with adequate knowledge of the best practice and rules. They should also understand the needs of the company to ensure they are met following the recruitment and hiring process. best practices will help the company to avoid the cost of poor decisions, such as discrimination against potential employees, which can lead to court cases.
References
Derous, E., & De Fruyt, F. (2016). Developments in recruitment and selection research. International Journal of Selection and Assessment, 24(1), 1-3.
Hughes, T. R. (2014). Hiring at Risk: Time to Ensure Hiring Really Is the Most Important Thing We Do. International Journal of Educational Leadership Preparation, 9(1), n1.
Humburg, M., & Van der Velden, R. (2015). Skills and the graduate recruitment process: Evidence from two discrete choice experiments. Economics of Education Review, 49, 24-41.
Kaplan, D. M., Palmer, J., Thompson, K., Dustin, S., Arroyo, C., Perera, S., & Marx, R. D. (2018). Recruitment, selection and staffing. In Teaching Human Resource Management. Edward Elgar Publishing.
Marie Ryan, A., & Derous, E. (2016). Highlighting tensions in recruitment and selection research and practice. International Journal of Selection and Assessment, 24(1), 54-62.
Nikolaou, I., & Oostrom, J. K. (Eds.). (2015). Employee recruitment, selection, and assessment: Contemporary issues for theory and practice. new York: Psychology Press.
Peregrin, T. (2014). Competency-based hiring: The key to recruiting and retaining successful employees. Journal of the Academy of Nutrition and Dietetics, 114(9), 1332-1335.
Stariņeca, O. (2015). Employer brand role in HR recruitment and selection. Economics and Business, 27(1), 58-63.
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