Recruitment and Selection Process System †Free Samples to Students

Question: Discuss about the Recruitment and Selection Process System. Answer: Introduction The aim of this current research based essay, is to identify the issues and challenges in the recruitment process that are encountered by Wood and Grieve engineers, which is the small scale Australian based engineering consultancy firm. It is the duty of the HR manager of the organization to improve upon the existing recruitment process that can help them to select the best eligible candidates for the job. The essay will also recommend suitable approach that the company needs to implement in order to improve upon their recruitment process. The advantages and drawbacks of the recruitment process will also be discussed. Issues and Challenges of Recruitment Process: The quality of the workers and organizational performance of a company is entirely dependent upon the recruitment and selection strategy, which are being implemented (Phillips Gully 2015). In the given case, the Wood and Grieve engineering firm has to face organizational challenge due to poor caliber of the engineers, who are being recruited in a selection process. The current method of recruitment of the company includes publishing of advertisement in online job website, where details of job are being mentioned. Interested candidate apply through the website and the HR manager selects few of the candidates, who are then invited for the interview. The Engineering manager then conducts an unstructured interview in order to select the perfect candidate for the job. The research work of Fox (2015), has suggested that most of the companies are dependent upon online advertisement for providing job description to all potential candidates. The online platforms are also used by the interested candidates to apply for their desired jobs. Nevertheless, as the companies have to check all the documents of the candidates through online portals, it may not be possible for them to verify that genuine documents provided by the candidates. Communication issue is also one of the major challenges in this context that are encountered by the recruiters. In the given case of Wood and Grieve engineering firm, there is no policy of the HR to verify the genuineness of the documents provided by the candidates through online portals. The primary selection procedure is dependent upon an unstructured interview that is being conducted by the engineering manager. It is important to mention in the context that unstructured interview process is conducted without specific set of questions and is rather like an interview, where the interviewers discuss relevant topic to the job with the interviewee. The major issues that are encounter by the engineering firm in this process is due to the fact that there are no specific judgmental criteria that the interviewer can use evaluate the capability of the candidate (Kundu et al. 2015). It is also not possible to test the ability of the engineer which is highly critical for the required job. Moreover as the unstructured interview do not usually have a formal way of conversation; it is not possible to judge the official capability and communication skills of the potential candidate. In the whole selection process, the candidates do not have to engage in any form of Aptitude Test, which is also an essential part of evaluating the capability of an engineer. Hence, the overall selection and recruitment process has compromised up on the overall organizational performance and the quality of skilled engineers, who are being recruited. The reputation of the engineering firm is also at stake due to shortage of efficiency among the workers (Phillips Gully 2015). Suitable approach to improve the process of Recruitment The research work of Yaseen (2016, p.79), related to best human resource practice within an organization, have suggested about the importance of tracking the documents of the employees that help to eliminate the cases related to fake documents being provided by the candidates. It can also ensure that only the genuine and the skilled candidates will get the chance to perform the jobs within the organization. The practice of green recruitment is one of the major steps that can be implemented to improve the overall process. With the growing demands of skilled engineers, this method can be used to deal with the challenge related to recruitment process. The primary step in this process of selection includes the step of evaluation that is used to diagnose the effective communication strategy that can be used by the HR department (Derous De Fruyt 2016, p.1). With the help of the better communication strategy, it is possible to connect with more number of potential candidates, who are eligi ble for the job. It is also essential to provide the details of the job description that are needed in the process of most cases to attract the talented engineering candidates. Besides the online websites, it is also essential that the offline mode of advisements are also published that help to attract the people, who do not enjoy the use of the technological gadgets. As several of the interested candidates, apply for the job, it is the duty of the HR manager to eliminate the candidates, who do not have the level of skills and expertise according to the description of the job. This is the most vital and primary steps of recruitment. There need to be certain fixed protocol that can help the HR manager to help in the process of elimination and selection. It is also the ethical duty of the HR manager of the organization to strictly abide by the framework that can help to ensure that there is no unfair practice within the business (Rivas 2016). In the subsequent process is the step, where the interested candidates are being invited over phone calls or emails for the interview, which is the main round of selection. Currently the main issue within the Wood and Grieve engineering firm is due to process of unstructured interview process that are being implemented in practice by the engineering manager in order to conduct the interview process. According to Ekwoaba et al. (2015, p.22), with the help of the structured interview process, it is possible to determine the assessment criteria that are used within the interview. The structure of the interview should be done on the basis of the skills that are needed within the engineering firm. Systematic process is used to evaluate the capability of the candidates. It is also possible to judge upon the behavior and the attitude of the candidates that is one of the important criteria to estimate the learning potential and determination of the candidate. It is one of the challenging tas ks of the interviewer to evaluate the best capable candidates as in the recent days of information, all the young job aspirants are smart enough to express out the skill that they posses. Before the process of interview, it is essential for the firm to have a round of written aptitude test. This is believed to be one of the important criteria to access the capability of an engineer. The overall process of final selection should be based on the average of the score of the two rounds of aptitude test and interview. Conclusion Due to the process of unstructured interview, the Wood and Grieve engineering firm is currently facing issues due to poor candidates being recruited within the organization. It is the duty of the HR manager to implement the process of sustainable practice of human resource management that can be achieved with the help of the structured process of interview. It is also recommended to introduce the process of attitude test that is one of the vital steps to better judge the skill of the engineer. Reference Derous, E. De Fruyt, F., 2016. Developments in Recruitment and Selection Research. International Journal of Selection and Assessment, 24(1), pp.1-3. Ekwoaba, J.O., Ikeije, U.U. Ufoma, N., 2015. The impact of recruitment and selection criteria on organizational performance. Global Journal of Human Resource Management, 3(2), pp.22-23. Fox, S., 2015. An examination into the importance of recruitment and selection in a business; should it be considered an internal HR function or outsourced to a specialist? (Doctoral dissertation, Dublin, National College of Ireland). Kundu, S.C., Rattan, D., Sheera, V.P. Gahlawat, N., 2015. RecRuitment and Selection techniqueS uSed in coRpoRate SectoR: a compaRative Study of indian and multinational companieS. Journal of Organisation and Human Behaviour, 4(4). Phillips, J.M. Gully, S.M., 2015. Strategic staffing. Pearson. Rivas, R., 2016. International Recruitment and SelectionMore than a Simple Extension of Policies and Practices Across National Borders. Yaseen, A., 2016. Recruitment and selection process of higher education sector and its impact on organizational outcomes. International Journal of Human Resource Studies, 5(4), pp.79-94.