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Recruitment And Selection Hiring Process

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Question:

Discuss about the Recruitment and Selection Hiring Process.
 
 

Answer:

Introduction:

Human resource management (HRM) is a planned and systematic approach to effectively manage the human resource of an organization to maximize performance and achieve business goals and objectives.  It plays a role in recruiting the right people, training them and ehnacing the productive of an enterprise. As human resources is the most critical asset of any company, recognizing the desired candidate and effectively managing them is critical to achieve success in business. Recruitment policies and selection process directs an organization to effective attract, recruit and select the desired candidate (Armstrong and Taylor 2014). The main purpose of this report is to prepare an attraction, recruitment and selection plan for Happy Dogs Pvt. Ltd. based on identifying the weakness in current policies and modifying it based on effective HRM practice.

Happy Dogs Pvt. Ltd. is a dog care centre providing dog walker service to needy clients. The main goal of this company is to provide full time or part time grooming or pet sitting services. Considering the nature of the job, the main position for which candidates are required is that of the dog walker. Hence, to recruit such candidate, the company must have appropriate recruitment policy to attract, recruit and select the right candidate. The review of the current recruitment and selection policy of Happy Dogs Pvt. Ltd suggest that it gives detail on discrimination free hiring process, selection stages and offering employment. However, some important points are missing too. For example, recruitment policy should have the element of identifying the need for position, providing an adequate job description and value propositions for this employees (Hall 2014). As all this elements are missing in the recruitment policy of Happy Dogs Private Ltd, this is the major weakness. Secondly, recruitment policy should reflect that equally opportunity policy at each stage, however the element of reference check before making an offer suggest that this is not fully practice at Happy Dogs Pvt. Ltd. This presents the need to modify the existing recruitment policy.

 

Considering the weakness in current policy of Happy Dogs Private Limited, the main goal of new policy should be to add good HRM practice elements such as that of specifying the job position and competitive employee value proposition. It should be based on good HRM practices such as that of clarifying the strategic vision of the company and establishing linkage between HRM programs and company objective. Secondly, all short to long-term human resource needs of organization should be effectively evaluated and addressed (Wilton, 2016). Another important aspect of good HRM practices is that developing a sound manpower planning. Good human resource planning is dependent on keeping a systematic information system in place and providing all staffs and desired candidate the detail regarding recruitment policy, competency profiles and maintenance of staff value proposition (HRM Good Practices, 2017). 

Based on the identification of weakness in current recruitment policy and discussion of necessary element of good HRM practice, the following is the recommendation for revising the current recruitment policy of Happy Dogs Private Limited:

The first change is that recruitment policy should have elements of current nature of job and detail skills needed for job walker position. No specific detail on dog walker position is given and this is the basic requirement in recruitment policy. This is dependent on job analysis process so that human resource managers effective the particular job duties and its requirements. This also helps to identify the training content, assessment test, skill level and work environment needed for desired candidates (Breaugh, 2017). For attracting candidates for the job walker position, the recruitment policy must explain the specific job posting for this position to get the right candidate. The duty specification for this position will include candidates having the responsibility to provide exercise for the client’s dog each day. They may also be involved in checkinthe diet and basic needs of the dog after exercise. They also have the responsibility to make client’s aware of veterinary attention needed for the job. To work in this position, prior experience in working with dogs is also necessary so that candidates are aware of canine behavior and basic care. Secondly, a candidate who has reference from previous work in animal health field or veterinary field will be preferred.

  1. To attract employees to the current job position, the recruitment policy must utilize the power of employee value propositions. This involves communicating the candidate regarding the values of employment in the company. The candidate can be attracted through this means by reinforcing the message of reputation of the organization, management style and growth opportunities after selection process (Sengupta, Bamel, and Singh, 2015).
  2. Another important improvement areas is advertising to attract qualified candidates. It should have specification regarding the media selection and response analysis process in advertisement to evaluate demand for the job.
  3. Finally, current recruitment policy does not specifies detail regarding selection process particularly for dog walker position. Therefore, interview question should effectively test the candidate regarding the job position of dog walker. For example their response should depict their understanding of dog behavior and their learning and responding patterns.
 

Recommendation for recruiting desired candidates:

In the area of recruitment, the main improvement is to add the elements of human resource management practices to effectively recruit desired candidates. In such case, appropriate recruitment channels and effective job advertisement resource will be influential. The HR manager should prepare recruitment policy in such a way that it covers all the criterion based suited for the dog walker position. This will also involve covering all the aspects of recruitment such as obligations of an employee in this position, their scope of task and training process to fulfill the business requirement of the company (Stone 2013). Hence, during recruitment planning, the contract of an employee should cover the above mentioned things so that staff are clear about the vision of the company.

The recruitment plan is based on incorporating the elements of good HRM practices and Herzberg’s two factor theory so that recruitment process is successful in getting skill employees for dog walker position. The two factor theory is based on the concept that different factors present in the work place is the reason for satisfaction or dissatisfaction with the job. It is dependent of hygiene factor of salary structure, company policy fringe benefits, physical working conditions and status of working in the organization. Secondly, the motivation of employees to this job position can be enhanced by way of rewards and recognition, promotional opportunities and recognition of their efforts (Yusoff et al., 2013). Hence, the values mentioned in the Herzberg’s two factor theory should be incorporated in current recruitment policy so that employees get an idea about the promotional opportunities while working in the organization and gets the necessary satisfaction with the job with detail on job security elements.

Recruitment agencies and advertising media plays a crucial role in achieving the recruitment needs of the company. The first important step in this regard is partnership with recruitment agencies and publishing the job advertisement through different media sources. Recruitment agencies are consulted for staffing strategy to save the hassle of initial screening,  checking references and assessing the qualification process. The appropriate recruitment agency for dog walking company may include those involved in animal care and care support service for pets. Recruitment agency may help in providing the support to communicate the vacancy and job requirement to desired candidates. They will work to put the advertisement on intenet job boards and direct interestd candidate to initial selection process. They enhance the recruitment process of the company and put placements goals before the employer. Secondly advertisement can be given in social media as well so that candidates recognize the potential of this job through external means. Both internal and external advertising resources should also be utilized as to reflect that talent is preferred and diversity of the workplace is valued (Human Resources: Recruitment & Selection Hiring Process 2017).

 

Recommendation for selecting desired candidates:

Happy Dogs Pvt. Limited offers high quality service to its consumers, by providing dog walkers who take care of the dogs in absence of the actual owners. In order to ensure the long-term sustenance of the company in future, it is important that the company selects the most deserving candidates, so that it can provide best quality service to its consumers. As per the selection policy of the organization it has been observed that the company usually employs the use of employment tests for offering jobs to the employees (Roth et al. 2016). However, this is a weakness, as a company must select its employees based on the most suitable and relevant test. Since the company usually hires employees for the designation of dog walkers, it is highly important that it does not rely on ordinary tests that tend to examine the cognitive and analytical skills of the applicant (Bolander et al. 2013). Rather, the applicant should be selected on the basis of his affective skills, his knowledge about dogs and dog care as well as his expertise in handling dogs. Hence, apart from a written test, a demonstration test also needs to be conducted before selecting the candidates. The demonstration test will require the applicant handle a dog, and treat him with care, for a specified period of time. Based on the intimacy he can develop with the dog, his candidature can be considered for selection (Farr et al. 2013).

Besides, the company also needs to modify the notification process as well. The organization, under no circumstance should be biased towards the applicants being referred to by personal sources. Hence, in order to ensure transparency in the recruitment process, it is highly important that the company announce its recruitment openly via traditional as well as social media channels. First of all, the HR manager must communicate with the General Manager regarding the job details of the vacant position, the essential qualification required, and the relevant years of experience needed, and based on that, the HR manager must announce the vacancy via newspapers. This will help in bringing the most deserving employees in the organization, regardless of personal bias.

It is evident that the company intends to hire employees regardless of the age, sex, or ethnic background they belong to. However, in order to ensure the formation of a diverse and highly inclusive workforce, the company must introduce a strict HR policy. Hence, while selecting the employees, the HR manager should inform the employees that they have to work in a highly diverse environment and thus their skills of working in a diverse environment must be examined.  The diversity tests and the interviews should be arranged for this reason. The behavior-based interview must be organized so that the extent to which the employees will be able to work in a diverse environment can be examined. Besides, it is also important to note here that the company should not merely hire employees on the basis of the written test and the interview, as this can land the company in trouble in future. Hence, it is recommended that the company also organizes drug screening test to ensure that the employees hired are not drug addicts. Again, the company should also organize a psychological test and a personal test of the employees so that the nature of the selected employees can be properly verified before offering them the appointment letter (Kipchumba et al. 2014). In case of immediate urgency, the company should advertise recruitment via employee referral portals that can help it gain access to the most deserving employees within a short period of time.

 

Conclusion

The attraction, selection and recruitment plan of Happy Dogs Pvt Ltd summarized the weakness of the current recruitment policy as it does not efficiently cover the recruitment detail specific to the dog walker’s position. In order to modify the existing policy, necessary elements of good HRM practices is incorporated in the policy to contribute competitive employee value propositions and attracting the employee to the job. Secondly, as success of recruitment is also dependent on recruitment channels and job advertisement, the report suggest taking recruitment channels related to dog service to make interested candidate aware about the job position and its usefulness for their professional career growth.

 

Reference

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bolander, P. and Sandberg, J., 2013. How employee selection decisions are made in practice. Organization Studies, 34(3), pp.285-311.

Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12.

Farr, J.L. and Tippins, N.T., 2013. Handbook of employee selection. Routledge.

Hall, K., 2014. Staff Recruitment and Selection.

HRM Good Practices. (2017).  Csb.gov.hk. [online] Available at: https://www.csb.gov.hk/hkgcsb/hrm/e-good-practices/e-gp.htm [Accessed 6 May 2017].

Human Resources: Recruitment & Selection Hiring Process.  (2017).  Hr.ucr.edu. [online] Available at: https://hr.ucr.edu/recruitment/guidelines/process.html [Accessed 6 May 2017].

Kipchumba, T.B. and Yano, K.L., 2014. A critical review of employee selection methods in Eldoret Municipal Council, Kenya. Journal of Emerging Trends in Economics and Management Sciences, 5(3), p.289.

Roth, P.L., Bobko, P., Van Iddekinge, C.H. and Thatcher, J.B., 2016. Social media in employee-selection-related decisions: A research agenda for uncharted territory. Journal of Management, 42(1), pp.269-298.

Sengupta, A., Bamel, U. and Singh, P., 2015. Value proposition framework: implications for employer branding. Decision, 42(3), pp.307-323.

Stone, R.J., 2013. Managing human resources. John Wiley and Sons.

Wilton, N., 2016. An introduction to human resource management. Sage.

Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013. Herzberg’s Two Factors Theory On Work Motivation: Does Its Work For Todays Environment. Global journal of commerce and Management, 2(5), pp.18-22.

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