Recruitment and selection function of human resource management is extremely important as it helps in finding the right candidate for a job (Armstrong, 2011). It is difficult to find candidates for high skilled jobs because supply of skilled workforce is less than its demand. This issue can be resolved by directly contacting skilled candidates (Brown, 2011). Directly contacting candidates or head hunting is a special form of recruitment where an individual is directly contacted by an organisation for recruitment purpose.
Recruitment plan helps in making proper recruitment strategies (Dhamija, 2012). Following is a recruitment plan for hiring wind turbine engineer to lead an energy project.
Recruitment Plan
Recruitment Objectives- · Attracting candidates with high level of expertise and skills in project management, communication, legal systems and leadership abilities. · Filling the skill deficit in the organisation by hiring a suitable candidate for the requirement of wind turbine engineer through directly contacting candidates. Recruitment Budget- $10000 Job Description • Title: Senior Wind Turbine Engineer • Location - Tasmania • Reporting to- CEO • Job purpose summary Leading the project Supervising construction Negotiating with Government planners Managing labour issues · Salary- $350 000 per annum plus housing, a car and relocation allowance of $25 000. Hiring strategy · Directly contacting candidates to take part in the recruitment process · Shortlisting of companies from which the head hunting is to be done · Procuring details and contact numbers of employees of various companies suiting the job description · Hosting of expert centric conferences and seminars to generate a database of suitable candidates who are working for other companies. Use of social media to contact candidates · Contacting the candidates and offering them a chance to take part in the recruitment process · Fixing an appointment for interview if possible. · Finalization of the candidates based on interview
|
Table 1: Source: Made by Author (2017) Based on (Kurtzberg & Naquin, 2011)
The above recruitment plan will help Aurecon in hiring skilled candidates for the job.
Person specification enlists all the skills and other attributes which are needed for a specific job (Gummadi, 2015). Following is the person specification for wind turbine engineer
Person Specification Job Role – Senior Wind Turbine Engineer Education Qualification- Wind Turbine Engineering from a reputed and recognised national or international institution. Required Skills · Good interpersonal and Communication skills · Leadership abilities · Analytical skills · Decision making abilities · Team management skills · Negotiation skills · Conflict management skills Knowledge Requirement The candidate should have knowledge in the field of constructing energy infrastructure. The candidate should be able to manage the project from inception to implementation stage. The candidate should be having good knowledge of legislations Experience Required Minimum 5 years of experience in managing a project Attributes · Must be honest · Must be dedicated and goal oriented · Must be a team person · Must be respectful towards subordinates, colleagues and seniors · Must be organised · Must appear professional in both attire and mannerism Age Specification- 30-45 Years Gender specification- Both Male and Female
|
Table 2: Source: Made by Author (2017) Adapted from (Nikolaou, 2016)
The above person specification will help in getting a clear idea about the type of candidate needed for the recruitment of an engineer for Aurecon.
There are certain jobs in every organisation which are highly skill and expertise oriented (Wilson, 2012). Additionally, such jobs require lot of experience. Therefore, it is difficult to find suitable candidates for such jobs through traditional recruitment and selection strategies (Kusluvan, et al., 2010). Hence, many companies use Head hunting or directly contacting suitable candidates as a recruitment strategy.
Head hunting is becoming extremely common in the area of high skills jobs (Brown, 2012). While recruiting an engineer for Aurecon, recruiters may face certain ethical issues while recruiting through the head hunting method (Punnett, 2015). Many thinkers of management believe that it is unethical to try and disintegrate the workforce of another company by offering a better pay package. However, some experts also believe that a firm has the right to try and find new and skilled candidates (Gummadi, 2015). Therefore, there is nothing wrong in directly contacting a candidate. However, repeated calls should not be made. Additionally, the candidate should not be contacted at the workplace.
Sometimes recruiters tend to oversell a position by offering too high a pay package (Boxall, 2015). This is unethical in the sense that it amounts to luring a candidate. Recruiter should only speak about the offer he actually intends to make at the final selection stage.
Another ethical issue facing the recruiter while recruiting for Aurecon is if the candidate refuses to accept the offer (Brown, 2012). Many recruiters keep on calling the candidates to convince them. However, this should not be done (Boxall, 2015). Therefore, while recruiting for wind turbine engineer, all these ethical issues should be keept in mind.
Direct candidate contact for recruitment or head hunting can only be successful if the recruiter approaches the candidate in the correct manner (Brown, 2011). Many head hunting attempts fail because the recruiters use a wrong approach.
For the purpose of recruiting of turbine engineer at Aurecon, the recruitment process should be clear, concise and to the point (Brown, 2011). As these candidates are working for other companies, the recruitment agency should try to locate their personal contact number, email ids and social networking handles.
The candidates should be contacted by phone or through social media networks like Linkedin or Twitter. Appropriate time to speak with them should be sought. The process should go further only if they are ready to speak and /or provide an appropriate time to speak (Dhamija, 2012). Whenever the candidate is ready to speak, the job position should be pitched at the candidate in a clear and concise manner (Boxall, 2015) If the candidate asks for further details an email should be sent and another follow up call should be made (Brown, 2012). The agency should try to determine the candidate’s interest and only after determining this, interview should be scheduled. Additionally, confidentiality of the candidate should be maintained.
Therefore, the candidate shoals be approached in the most ethical and efficient way possible.
As per human resource management theory, certain important behavioural traits are required in the workforce (Armstrong, 2011). As the candidate for the job at Aurecon will be handling a project independently, certain leadership and team behavioural traits are required in the candidates. The candidate should have the ability to lead and take decisions (Bryman, 2013). He should be responsible and active in making important changes (Bryman, 2013). This will inculcate trust and respect in the workforce for the project engineer.
The candidate should be friendly, interactive and approachable so that workforce can confide in him (Armstrong, 2011). He should behave in an unbiased way with regards to work and co-workers (Bach & Edwards, 2012). Cooperation, coordination and enthusiasm are also important traits to be sought in a person who is supposed to lead a project.
The potential candidate for project engineer should exhibit behavioural traits that increase team morale and productivity of the members of the project workforce (Brown, 2011). Candidate should be a positive thinker and should be able to involve all the team members in idea generation and decision making.
These traits can be tested through behaviour and psychometric testing. Certain questions will be asked to the candidates and their answers will be judged to ascertain whether they have the needed traits (Karim, 2013) . Additionally, certain situation and roles will be given to them and their reaction and behaviour in these situations will be judged (Armstrong, 2011). Therefore, through effective understanding of the traits needed for the job, right candidate can be selected.
Recruitment and selection is a long drawn process where resumes of various suitable candidates are sourced and interviews and tests are conducted to determine the right candidate for the job (Armstrong, 2011). To determine the right candidate who best fits the job of turbine engineer at Aurecon, process of filtering out the candidates should be used (Brown, 2011). At the onset the CVs which do not match the job description should be rejected. Only those candidates should be called for interview who best match the qualification and experience requirement.
After the interview, those candidates should be filtered out who do not match the skills and abilities criteria (Brown, 2011). Further, only those candidates should be shortlisted who have the desired behavioural traits like leadership, interactive behaviour, friendliness etc.
If after this process there is more than one candidate who matches the criteria, the firm should test their ability to take decision in a difficult situation so that the firm can get a person who can handle tough situation (Boxall, 2015). The recruiter should also try to identify unique skills like degree of enthusiasm and dedication level in order to arrive at a final selection decision.
Therefore, best and the most suitable candidate should be selected after deep assessment of skills, abilities, traits and qualification of candidates.
Direct recruitment or head hunting is a need of the business for jobs with high skills specification. However, the head hunting should be done after planning the job requirements and ascertaining the required traits of the job. Additionally, all the ethical issues should also be taken into account before undertaking this activity.
Armstrong, M., 2011. Armstrong's Essential Human Resource Management Practice: A Guide to People Management. London: Kogan Page Publishers.
Bach, S. & Edwards, M., 2012. Managing Human Resources: Human Resource Management in TransitionStephen Bach, Martin Edwards. New Jersey: John Wiley & Sons.
Boxall, P., 2015. Strategy and Human Resource Management. Hampshire: Palgrave Macmillan.
Brown, J., 2011. The Complete Guide to Recruitment: A Step-by-step Approach to Selecting, Assessing and Hiring the Right People. London: Kogan Page Publishers.
Brown, J. N., 2012. The Professional Recruiter's Handbook: Delivering Excellence in Recruitment Practice. London: Kogan Page Publishers.
Bryman, A., 2013. Leadership and organizations. New York: Routledge.
Dhamija, P., 2012. E-recruitment: a roadmap towards e-human resource management. Researchers World,, 3(3), p. 33.
Gummadi, R., 2015. Recruitment and selection practices of it companies in andhra pradesh – a study of select units. Hydrabad: Zenon Academic Publishing.
Karim, M. R., 2013. Recruitment & Selection: ‘Psychometric’ and ‘Social perspective’ model. Norderstedt: GRIN Verlag.
Kurtzberg, T. R. & Naquin, C. E., 2011. The Essentials of Job Negotiations: Proven Strategies for Getting What You Want. Westport: ABC-CLIO.
Kusluvan, et al., 2010. The human dimension: A review of human resources management issues in the tourism and hospitality industry. Cornell Hospitality Quarterly, 51(2), pp. 171-214.
Nikolaou, I., 2016. Employee Recruitment, Selection, and Assessment: Contemporary Issues for Theory and Practice. New York: Psychology Press.
Punnett, B. J., 2015. International Perspectives on Organizational Behavior and Human Resource Management. NewYork: M.E. Sharpe.
Wilson, J. P., 2012. International Human Resource Development: Learning, Education and Training for Individuals and Organizations. London: Kogan Page.
To export a reference to this article please select a referencing stye below:
My Assignment Help. (2018). Selection Function Of Human Resource. Retrieved from https://myassignmenthelp.com/free-samples/selection-function-of-human-resource.
"Selection Function Of Human Resource." My Assignment Help, 2018, https://myassignmenthelp.com/free-samples/selection-function-of-human-resource.
My Assignment Help (2018) Selection Function Of Human Resource [Online]. Available from: https://myassignmenthelp.com/free-samples/selection-function-of-human-resource
[Accessed 26 January 2021].
My Assignment Help. 'Selection Function Of Human Resource' (My Assignment Help, 2018) <https://myassignmenthelp.com/free-samples/selection-function-of-human-resource> accessed 26 January 2021.
My Assignment Help. Selection Function Of Human Resource [Internet]. My Assignment Help. 2018 [cited 26 January 2021]. Available from: https://myassignmenthelp.com/free-samples/selection-function-of-human-resource.
MyAssignmenthelp.com is the pioneer of providing top-quality essay help at an affordable price. With the strength of 3000+ qualified and experienced experts, we are competent of providing best quality essay assistance in more than 100 subjects. Students, who wonder, 'who can help me with my essay' find our online essay help services beneficial and useful. Contact our 24x7 live customer support team to get high-quality essay writing help at an affordable price.
Answer: Training Needs The employees of Motors and More Inc needs training so that they can become multi-skilled that can enable them in performing a large number of tasks (Kobayashi, 2018). The employees of Motors and More Inc have to manufacture motors along with accessories for industrial and home purpose. The need of the training arises owing to that fact that it can help in teaching unskilled employees about the skills that can help in p...
Read MoreAnswer: Human Resource Management in the digital era: advantages and disadvantages The digital transformation plays a main character in the field of human resource management and advanced digital technologies provide a platform for recruiting. Today, most the organizations use digital era and processes for hiring purpose and it changed the way of communication. In this modern generation, human resources management team use online requirements...
Read MoreAnswer: An evaluation of what it means to be an HR professional in the contemporary and emerging business environment. The HR is one of the most important sections within the company, under this report the HR responsibilities and relevance to the company will address in depth. The CIPD professional Map will as well be integrated to help in the identification of the best HR professional practices among other concepts. Every b...
Read MoreAnswer: This report discusses the design and the testing process of the proposed website for Craft and Collectibles. The design process of the website is based on the user feedback from the previous websites. The final design is then tested use four test subjects and the results of the tests are analyzed to determine the usability of the website. Design For any design of the website to be a successful design, there are key principles it shou...
Read MoreAnswer Introduction The Deutsche Bank is labelled as the newest old bank due to the current rebranding from Qantas credit union. The bank has operated in Australia for the last 55 years and has managed to win a wide market share with competitive interest rates on the loans offered. The bank faces competition from other international banks that have wide resources to compete in the market. Deutsche Bank offers services such as credit cards, ho...
Read MoreJust share requirement and get customized Solution.
Orders
Overall Rating
Experts
Our writers make sure that all orders are submitted, prior to the deadline.
Using reliable plagiarism detection software, Turnitin.com.We only provide customized 100 percent original papers.
Feel free to contact our assignment writing services any time via phone, email or live chat. If you are unable to calculate word count online, ask our customer executives.
Our writers can provide you professional writing assistance on any subject at any level.
Our best price guarantee ensures that the features we offer cannot be matched by any of the competitors.
Get all your documents checked for plagiarism or duplicacy with us.
Get different kinds of essays typed in minutes with clicks.
Calculate your semester grades and cumulative GPa with our GPA Calculator.
Balance any chemical equation in minutes just by entering the formula.
Calculate the number of words and number of pages of all your academic documents.
Our Mission Client Satisfaction
Very well done on time.Reached out of Expectations.Wish to consider more assignments from you
Australia
Thank you soo much i get full makes and it was full solution exactly like what i need , thank a lot :)
Australia
I got A+ on my paper and I was very excited. my writer did an amazing job. thank you
Australia
Very helpful and came just in time. I appreciate my assignment help and will be using again
Australia