Recruitment Methods and Recruitment Outcomes Discussion Paper

Strategic HRM and Job Design

As a consultant, it is essential to understand the nature of the job or the task the employer is expecting the employee to handle. Therefore, the best question to ask the employee is; what are the day-to-day responsibilities she expects the employee to meet? Answering this will give the nature of the job and outline the required qualification for the employee, making it easy to formulate a job description.

If the client is clear that she wants an administrative assistant, a job analysis will be essential. Job analysis refers to the process of determining and recording important and minor information about a particular job. A job analysis focuses on the task involved and the knowledge and skills required to perform the job. It also entails roles and responsibilities attached and abilities necessary to complete the job as effectively as possible ( Woods et al. 3). Job analysis is an important way of differentiating one job from another. Job analysis can be done through observation, interviews, and formulating questionnaires.

To ensure that the job is appealing and engaging to the employee, a friendly work environment should be established, encourage teamwork among the employees, introduce proper orientation programs, offer rewards and incentives, and ensure that employees are motivated to achieve the company and individual goals.

Recruitment

Recruitment is the process of locating, attracting, interviewing, selecting, hiring, and onboarding individuals. Appropriate sources for Julia to conduct the recruiting process includes:

Post the vacancy on the company website. This is appropriate as it is cost-effective, immediate, accessible, and durable (Muduli & Jeegnesh 6). However, this method is informal and can attract many candidates, making it hard to select the best candidate.  Recruitment Methods and Recruitment Outcomes Discussion Paper

Visiting colleges and campuses. On-campus, it is possible to acquire energetic and passionate candidates at lower pay. However, the employees are not flexible in balancing school and work.

Word of mouth or referrals. The process saves time and money, is possible to acquire qualifications, and offers better retention programs (Muduli & Jeegnesh 2). However, the method is slow and has a limited audience.

Using job boards. It is possible to reach a large audience, simplify the recruitment process. The information provided is durable and easier for potential employees. On the other hand, there will be numerous applications with unqualified candidates and does not guarantee the identification of the ideal candidate.

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Career or job fairs. Through job fairs, it is possible to meet multiple employees simultaneously, allows immediate response to the available opportunities, is cost-effective, and acts as an indirect way of marketing the company. Disadvantages to these sources include tiredness and emotional drainage, improper interview structure, stressful crowd, and high competition.

A job advertisement should be eye-catching and contain relevant information. Julia should make an unforgettable first impression to construct the job ad and clearly outline the job’s title, location, salary, responsibilities, skills, and qualifications. The information should be well formatted and written in a friendly manner. To ensure that the ad attracts well-qualified candidates, she must clearly outline the skills, responsibilities, and qualifications required and use better recruitment sites such as job posting sites or company websites. The principle to consider while developing job adverts is creativity, awareness, and employee retention.

Selection

To narrow down her list of candidates, Julia needs to ensure that her career job description is clear to eliminate the candidates who do not meet the minimum qualification. She can also include questions on the online application to limit the number of applicants. Julia can also eliminate applicants by asking about their salary expectations, eliminating those above or below her range. Lastly, she can conduct brilliant interviews or use candidate evaluation exercises to ensure she acquires the best. The employer should focus on the required qualification and the competence of the employee available.

A well-structured interview begins with an introduction done by both the employee and the employer. The introduction offers the first impression to both parties. After the introduction, it is good to make the interviewee feel comfortable and at ease by engaging in small talks. Later, the employer can ask the employee to describe themselves (information gathering) followed by the standardized question for the interview. Lastly, the end of the interview by appreciating the employee for showing interest in the company.  Examples of questions to ask when hiring an administrative assistant include; Can you tell us more about yourself? Why are you interested in working with our company? What makes you our ideal candidate? What interests you in our company? How long have you worked as an administrative assistant? How good are your computation and mathematical skills?

Julia can minimize bias during the hiring process by modifying the job description, using the available information to conduct the interview, avoiding being led by personal emotions, and sticking to the company rules and regulations while hiring. To avoid legal issues and ensure ethical selection, she must conduct a standardized interview, set diversity goals, and ask the candidates to work on a sample test to check their performance.

Training and Onboarding

An orientation program helps the employee create a good company impression on the employee during their first day. The employee needs to know the company’s goal, mission, vision, and core values. They must also learn the order of administration in the organization to enhance the reporting process. Also, they should acquire knowledge on different departments in the company, their duties, and responsibilities. Additionally, the new employee must understand how to maintain an interactive, social, and safe working environment. Lastly, employees are trained and given information on the company’s benefit.

Sample Orientation Program

1. Begin by welcoming the employee. Appreciate their appearance and escort them through the offices to reduce anxiety and make them feel at ease.
2. Provide the employee handbook. The handbook contains detailed information about the company benefits, pay periods, payroll deductions, workers’ safety, dress code, and substance abuse.
3. Introduce the new employee to the company’s policies to ensure safety, minimize errors and regrets.
4. Offer a detailed job description. Reinforce the job expectation to the new employee, enhancing their connection with the company.
5. Set goals to be achieved by the employee. This will make sure they start their new career with targets in mind. In addition, the employer should ensure the employee understands their role, expectations, task, and priorities.
6. Introduce the company’s ultimate objective to the employee since it will enhance their understanding of its strategic goal and objective, and becoming part of it will make them feel valued.

Recruitment Methods and Recruitment Outcomes Discussion Paper