The document summarizes the recruitment process for Bedazzled Enterprise Limited. It discusses job analysis, job descriptions, person specifications, and the recruitment policy. It provides examples of each. It also discusses internal and external recruitment, common recruitment methods, and issues around recruitment. The overall recruitment process aims to attract qualified candidates and hire individuals that match the job requirements and contribute to organizational goals.
1. Human Resource
Management (HRM)
Recruitment Process for
Bedazzled enterprise Limited
December 2010
Group Presentation
Lecturer: Mr. Tom Downey
Group Members: Stream – 2 Syndicate 13
o Muzni Miftha - 2010005729
o Kawaljit Kaur - 2010005104
o Aditi Shreshtha - 2010004267
o Sweta James - 2010005112
o Jasprit Kaur - 2010005796
2. What is Recruitment?
“Recruitment is the war of talents says McKinsey & Company” finding the right talent will be very challenging for
enterprises.
Recruitment is all about attracting more applicants in to the gene pool performing some kind of a filtration process and
selecting the right person(s) with right qualifications and aspirations in to the organisation.
Globalization of knowledge has increased the strength of recruitment and internet has transformed the traditional human
resource practices in to a new era.
There are 3 things prepared by our HR department for a job role and the applicants generally should match the following
main 3 categories before he/she apply for the Job.
Job Analysis (JA)
Job Description (JD)
Person Specification (PS)
Every organisation small or big will carry out this process and every organisation will have a recruitment policy which is to
make sure the recruitment process will be performed systematically and the recruited employees all of these should be
matched and linked with the overall organisation goal/strategy.
Purpose of recruitment
The general purpose of recruitment to
provide the organisation with a pool of aspirants from which to select people to fill specific position
and not only that but also
To attract ad engage people it needs to achieve its overall organisational objectives
Build positive impression of the recruitment process
Recruit right people who will fit in to organisations culture and contribute to the organisations
goals
3. Job Analysis (JA)
Job analysis is the foundation for almost all HRM
activities and it is linked to all the activities.
Example:
“Is a process of gathering, assessing and recording
information” Job Analysis
Production Assistant
Things to remember when carrying out JA
Job specification of Production Assistant include job requirements:
That the job description and person specification
1. Professional certificate or a Diploma in production is an advantage.
is matching and accurate
2. Good knowledge of regulatory requirements, housekeeping, health and
Remember focus of the job analysis is the job safety.
itself not the person doing the job.
3. 3 to 5 years plus experience in a similar capacity is an advantage.
Job analysis provides a foundation for many HR
activities, including 4. Excellent interpersonal and communication skills and ability to liaise with
various support groups.
Writing job descriptions and person profiles for
5. Able to perform stamping die adjustment and troubleshooting.
recruitment and selection;
6. Willing to take up challenge, mature and independent character.
Defining job responsibilities and performance
criteria for performance planning 7. Able to work overtime and under pressure, good written and
communication skills.
Designing training and development programmes
8. Previous experience of people-management and demonstrated ability in
T. Downey, (HRM: Nov. 2010) people motivation, organizing and team building is required.
9. Solid record of attention to detail and strict adherence to procedures.
10. Suitable candidates must be open to working shifts
Different ways of conducting a Job Analysis
source: http://www.humanresources.hrvinet.com/production-supervisor-job-specification/
Interviews
Questionnaires
checklists
observation
technical conferences
Rudman, JA checklist (p.254)
4. Job Description (JD)
As the heading says the brief detail
about the job itself what need to be Example:
performed not the job holder.
JOB DESCRIPTION
Bedazzeled Production Worker
It specifies
DIVISION: Manufacturing JOB TITLE: Production Worker
The general descriptive of around JOB NUMBER:INNNB6700
the job REPORTS TO: Supervisor/ Manager
The responsibilities JOB PURPOSE: To perform a variety of operational functions that constitutes the production,
whom to report inspection and distribution of products or services for commercial customers.
where to perform
what to perform ESSENTIAL DUTIES AND RESPONSIBILITIES
Remuneration • Performs assignments in accordance with established safety policies and procedures.
work hours, etc.
• Adheres to the Quality Policy, including all items assigned to this position in accordance with ISO
Job description should be simple policies.
• Complies with the work rules and standards set forth in the Production Worker Handbook.
Job description should not
overstate or exaggerate • Refers to work order or procedural instructions appropriate for each job, function or assignment
before commencing work.
Job description should be • Maintains good housekeeping and clean work areas in assigned work sites.
produced jointly and agreed • Assures that all work assigned to position is performed in accordance with specifications, instructions
and requirements.
•Demonstrates ability to meet production standards on specific assignments within a reasonable time,
depending on the degree of difficulty of their job functions.
QUALIFICATIONS
Experience, Competencies and Education
Must possess an education or experience level that permits the employee to effectively communicate
and perform duties, assignments and responsibilities of the job.
Language Skills
Ability to read, analyze and interpret the most documents relating to the job, function or assignment.
Reasoning Ability
Ability to make decisions when identifying in-process problems. Ability to deal with a variety of job
assignments and meet targets.
Salary: $15.00 - $20.00 Hourly Depend On Experience (Mon - Fri)
5. Example:
Production Manager
Person Specification (PS)
PS is a statement of skills, knowledge
and attitudes needed to effectively
perform a job and together with any
specific qualifications, experience or
other job related attributes which a
person might reasonably expected
before appointed for a position.
Example:
Typing skill – 60 words per minute
Computer literacy – good in Microsoft
Office Application (Word, Excel, Power
Point, Access)
Having Clean heavy truck and forklift
Driving licence will be an advantage
Rudman, Person Profile, (p.252)
Source: http://www.alt.ac.uk/docs/projects_manager_web_info_may2006.pdf
6. Recruitment policy for Bedazzled Enterprise Limited
Introduction
In order to avoid child labour it is compulsory that applicant should have reached 16 year s old at the time of
application
It is a compulsory requirement that employees follow & obey these recruitment guidelines and follow the steps
in recruiting new employees or in processing the internal applicants.
Every application processed by the HR department should match the Job Description, Job Specification and
Person Specification created for each vacancies.
Every recruitment process should be carried out following these policies.
Every applicant should be local resident of the job vacant country or should hold a legal work permit.
Ensure Equal opportunity
According to the Human Rights Act 1993 we make sure that we treat with respect every single applicant and
employees.
We treat everybody equally and promote equal opportunity despite the age, sex, race, colour, religion, social
status or wealth.
We want be biased under any circumstances to anyone
We prohibit discrimination in employments and take serious action again discriminators and in the worst case they
could be sacked under the Human Rights Act 1993
Procedure
The line manager/operation manger should identify the job need, write the job description and should submit
to the Human Resource manager.
The Human resource department will carefully prepare the Job description, Job specification and
person specification, the company and the Terms & condition of the employment and the remuneration.
7. Policies continued..
Human Resource department will get the approval from the Administration department and if necessary from
the board of directors.
HR Department will Consider the most suitable way of obtaining the right candidate. The common methods
we will follow are
Internal
Employees should have been in the current position minimum for 12 months
Internal advert within the company notice boards and intranet
Discuss in minutes of meeting
Examination of previous application on file or the company database
External (we will use all the possible channels to widen the gene pool)
Advert within the job centre
Advert in the local and national press
Advert in the monthly technical or professional journals
Adverts in the Internet, Social media, or in our own career website
Probation period
We have assigned a probation period for 6 months for employee we recruit. This is to make sure further that
the candidate is fitting in to our culture and contributing to our organizations goals.
We will analyse the employee’s performance after 1st 3 months following with the training and we analyse again on
2nd 3 months and we will keep the employee if he/she is performing to our minimum contribution level and we may
dismiss the employee if the contribution is below the considerable level.
Source: http://www.human-resource-solutions.co.uk
8. Recruitment process (the
Job Applications
hopper)
Recruitment process is all about widening the
gene pool or attracting more applicants in to the
hopper .
The diagram below will give you a brief idea of
the process which is being followed by most of
the enterprises.
Designed by: Muzni
9. Recruitment Sources and Method of Recruiting
Recruitment Sources
Internal Recruitment External Recruitment
Methods Methods
Transfers Graduate Programmes
Promotions Media Advertisement
Demotion Job agencies / Outsourcing
Upgrading Employment Exchanges
Retired Employees Labour Contractors
Employee Referrals
Recruitment open days
Personal Recommendation
Internships
10. Internal Recruitment External Recruitment
Pros Cons Pros Cons
Fresh blood provides fresh External recruitment is
It is a lot cheaper IR doesn’t bring new innovative ideas and expensive and takes a lot
Organisations will save knowledge, skills or talents of energy and time of the
huge amount of time, competencies in to the HRM Department to
money and energy in enterprise. handle all the job
terms of advertising, candidates in the selection
recruitment, selection and process.
induction process.
Brings good knowledge’s HR department can be
from the previous company scrutinised or criticised
which we might not have badly if the new recruit
didn’t fit the organisation
Offers good opportunities Failure could de-promote
for current staffs to you to the previous organization can select the
progress further in their position best candidate, who fulfils
careers the requirements and suits
the organization best
Possibility of failure want As the position increases
be a big issue for the the amount of negative
Increase diversity
organisation impacts can be higher
(can take legal actions)
Can increase the
popularity of the
organisation in the job
Internal applicants Managers might not back market
abilities and skills are well up or they fail to identify Being specialised in the
known the skills of current relevant skill could straight
employees. away contribute to the
overall organisations goal.
Very less harm for refusal
or rejection of the
application
Source: http://www.helium.com/
11. Most common job advertisement methods
Career pages on company websites
Telecome.co.nz
Newspaper advertisements
Southlandtimes.co.nz Job Posters/ Banners
Subscribe in Job Portals
Seek.co.nz, trademe.co.nz
Recruitment advertising videos
HireClix - Interactive Recruitment
Marketing
Social Recruiting - Is Your Company
Using the Power That Is Social
Media.mp4
12. Why Recruitment is so Important ?
Recruitment is vital
In order to attract and choose people who can do their job well
create good organizational citizens and to engage people in to achieve its overall organisational goals.
It also plays significant part in building team players and shaping, maintaining and organisation of employees to fit in to
organisations culture.
How bad recruitment can affect overall performance
Poor decision at the recruitment stage and failure to have this process correctly and accurately could cause
you a lot of grief and potentially be very damaging for years to your enterprise and will eventually affect our
overall organizational goal. The average calculated cost of this loss is 15,000 NZD.
13. Wrong person in your organisation may
cause the business following costs:
Advertising cost
Administrative costs to process the candidate
Interview costs
Manager's time (a significant amount of time away from
their normal duties)
Lost opportunities (eg incomplete projects, disruption) Approximate
Training and development Cost $15,000
Turnover NZD
Low morale amongst existing staff
Existing staff may lose motivation
Occupational Health and Safety (OHS) related costs (eg
staff not being able to cope with the demands of a
particular role)
Source: https://fac.dhs.vic.gov.au/home.aspx
14. Recruitment Styles in Few Countries
Indian Recruitment process
Mainly from Job Agencies (Placementindia.com, Monsterjobs.com, manpowerindia.net)
The job recruitment agencies in India involves identifying those posts, preparing the job description
and person specification, advertising, management of the response, the prequalification
process, organizing meetings, conducting interviews, making decisions, the appointment and action.
Most recruitment agencies in India follow these stages in the recruitment process, which are
essentially short list of application, preliminary assessment, written test to judge the work efficiency
of the applicant and final interview and selection.
Chinese recruitment process
Recruitment in China is now more systematic than few decades ago
Involving diverse channels (Internet, Job agencies)
Including newspaper advertising
Headhunting
Visits to universities
Internal appointments
as one of the highest populated country in the world the most common way of recruitment in
China specially in manufacturing plants and major factories are just but word of mouth or
referrals by friends or family members.
15. New Zealand Recruitment Process
Some major companies for example banks follow following recruitment processes
In house Advertising Employee referrals
Graduate Programmes (warehouse, Telecom) Recruitment Agencies (Alliance & SPM meat factories)
Executive search consultants (for specialised Other Media Advertising (TV, Radio, Social Media,
roles) Internet)
However each and every company has their own strategy of recruitment
For example:
Telecom New Zealand
•When choosing people for the Leadership Development Programme we use a mix of CV and application review,
•Ability and personality testing,
•Some phone and face-to-face interviews, and a
•Handful of tasks and discussions on assessment days
•It's a robust process that allows us to look at people in many different circumstances
Source: http://www.telecom.co.nz/
Best Recruiting video Tips (Worth Watching.. !)
http://www.youtube.com/watch?v=vP8tgGScmNY&NR=1
http://www.youtube.com/watch?v=tZmI4ZsNogQ&feature=related
16. Bedazzled Enterprise Limited - Our best practice of recruitment Flow Chart
I’ve got 10
years of
industry skills
What Skills
do you
have..!
Designed by: Muzni
17. Recruitment issues and problems we have
Maintaining the equal opportunity throughout the process of recruitment including in the job advertisement
Lack of English knowledge among many Chinese employees could cause miss interpretations
Finding the right talent and suitable person(s) to the organisation
Maintaining the confidentiality and privacy of the applicants by the enterprise at all times during the
recruitment process
Protecting the huge amount of data and storage in our system
We might not be able to make the recruitment process fast if we get a huge amount of applications and
employees might secure jobs elsewhere by the time we call for interviews.
Conclusion
If there's a position vacant the HR Department should identify and design the Job Description, Job
Specification and Person Specification.
The person applying for the job and the HR department should comply/match with these three vital
concepts before hiring the right employee.
The employee hired should contribute to the overall organisations goals/strategy and if the HR
department failed to hire the right person the organisation could have serious implications and could
cause possible long term big damages to organisation.
And it has been calculated that hiring a wrong employee could cause about NZD 15,000 for
organisations.
18. References:
Source Author/ website Title/ Link Remarks
Text Book
Tutors notes GBE805 Human Resource Postgraduate Diploma in Business
Management in Innovation , Tom Enterprise, Southern Institute of
Downey Technology, Invercargill
Website Department of Human Services, https://fac.dhs.vic.gov.au/home.asp Retrieved on: 29th Nov 2010
What is recruitment? x?TabID=content&type=4&contentID
=4259
Website Pros and cons of external recruiting http://www.helium.com/items/17486 Retrieved on 1st Dec 2010
09-pros-and-cons-of-external-
recruiting
Website Importance of recruitment http://recruitment.naukrihub.com/im Retrieved on 1st Dec 2010
portance-of-recruitment.html
Website recruitment http://www.human-resource- Retrieved on 1st Dec 2010
solutions.co.uk/Areas%20of%20Inte
rest/Recruitment.htm
Thank you very much
&
Any Questions Please!