Human Resources are the most vital resource for any organization. It is responsible for each and every decision taken, each and every work done and each and every result. Employees should be managed properly and motivated by providing best of their abilities as per the industry standards. There are many activities in HR that the employee’s working in the HR department needs to partake in to support an organisation. Below are three that I have decided to focus on Recruitment and selection:
When it comes to recruiting for an organisation, an HR employee has a lot to get involved in. They are the ones that arrange, or provide assistance in posting vacancies, developing and implementing recruitment strategies, identifying and selecting candidates, assuring all pre-employment requirements are met, and confirming job offers. Advertising the job role is something an HR employee has to do. They can advertise job roles in many different ways such as internal emails. Most companies start out emailing internal employees about current job vacancies incase another employee would like to apply for the role or a friend or family member would. This is cost effective as no money is spent on advertising publicly; therefore if they are working within a budget, this is a good way to save money. Advertising publicly can become an expense. If an HR employee does choose to advertise publicly such as in the local paper, then they will have to work on writing the advertisement and sending the advertisement to the local papers. One way of advertising publicly without affecting any budget is by advertising on social networks such as Facebook, Twitter, and Linkedin, and posting the advertisement on job websites such as Reed.co.uk, indeed.co.uk, and totaljob.co.uk. This is a good way to advertise a job vacancy as no costs are incurred and it is guaranteed to be viewed by many possible applicants. Other ways in which an HR employee advertises for vacancies is through a Recruitment Agency. This can become quite expensive, but it’s down to the agency to find the suitable candidates and notify the HR employee about the prospective clients. If a large number of applications are received, this will prevent the interviewing of all applicants by the HR employee, even though all applications are reviewed and applicants whose qualifications and experience seem most appropriate to the opening for which they have applied are generally selected for screening interviews with the HR employee and possibly another member involved in the recruitment process such as a Team Leader, Manager, or Director. If successful, the HR employee will notify all the applicants interviewed for the specific vacancy, and they will also notify them of the outcome of the selection process. Before conducting an interview, an HR employee has to be aware of the following •
Familiarising with the duties and requirements of the position they are looking to fill. •
Making sure they can answer general questions about the organisation and the benefits provided. •
Formulate questions that will focus on job-related issues such as asking the candidates how they would deal with real life, job-related situations. •
Write down and organize the questions in the order you will be asking them. •
Review applicant’s CV and application.
Put the applicant at ease with introductory and welcoming remarks. •
Ask open-ended questions which require behavioral descriptions rather than simply “yes” or “no” answers (i.e., have them describe a work situation in which they handled stress well rather than just asking if they can “handle stress well”). •
Stay away from questions that have more to do with personal lifestyle than job experience. Phrase the question so that the answer will describe on-the-job qualities instead of personal qualities. If the question is not related to performance on the job, it should not be asked. General Administration of the employees
Another aspect an HR employee has to deal...
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