Recruitment and Selection Free Essays

There are four major types of legislation that affect recruitment and selection in a non-unionized workplace within Alberta. Those types of legislation being: †¢ Constitutional law †¢ Human Rights law †¢ Employment Equity legislation and †¢ Labour law/employment standards and related legislation Constitutional law as a whole is the supreme law of Canada and has precedence over all other legal means; it consists of a series of Acts and orders passed since 1867 by the British and Canadian Parliaments. Constitutional law does not directly affect recruitment and selection activities unless the recruitment and selection practices are challenged in a Human Rights Tribunal or court. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now Constitutional law sets limits and conditions on what federal, provincial/territorial, and municipal governments and courts can legally do to alter employment policies and practices. Therefore, the interpretation of constitutional law has a large influence on every aspect of Human Resource Management not just Recruitment Selection practices and programs. Human Rights laws across Canada prohibit discrimination in both employment and the provisions of goods and services. Grounds on which discrimination is prohibited in Alberta are: †¢ Race or colour †¢ Religion †¢ Physical or mental disability †¢ Age †¢ Sex (includes pregnancy and childbirth) †¢ Marital status †¢ Dependence on alcohol or drugs †¢ Family status †¢ Sexual orientation †¢ Ancestry or place of origin †¢ Source of income Human Rights legislation is enforced through human rights commissions or tribunals that have the legislated power to undertake actions that may be necessary to eliminate discrimination. Though prohibited discrimination varies across jurisdictions, there are six which all jurisdictions agree upon: race or colour, religion or creed, age, sex, marital status, and physical/mental handicap or disability. Employment equity legislation is the plan for compensation for employment disadvantages experienced by certain groups – women, individuals with disabilities, elderly employees, etc. The legislations is to eliminate barriers and give equal opportunities to individuals in the workplace. Through provision of consulting and education services, the Alberta Human Rights and Citizenship Commission support the development and creation of employment equity policies and programs. Employment equity is not only about fairness and leveling the playing field. It also helps attract and keep excellent employees who may otherwise be overlooked or avoided. Employment equity encourages employers to take advantage of the talents, skills and innovation that a more diverse workforce can offer. Finally, labour laws, employment standards and related legislation sets the stage for minimum age of employment, hours of work, minimum wages, statutory holidays, vacations, work leaves and termination of employment. These laws have little impact on the recruitment practice but take part in the selection practice by affecting what the employer is looking for and what a potential employee is looking for. Employers have a legal responsibility to ensure no unlawful discrimination occurs in the recruitment and selection process. The legislation above assists on guiding this. Direct discrimination occurs when someone is treated less favorably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic. Indirect discrimination, or adverse effect discrimination, can occur when you have a condition, rule, policy or even a practice that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that you acted reasonably, i. e. that it is ‘a proportionate means of achieving a legitimate aim’, or bona fide occupational requirement (BFOR). A legitimate aim might be any lawful decision made, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful. Being proportionate really means being fair and reasonable, including showing that one’s looked at `less discriminatory? alternatives to any decision make. For a standard to be considered a BFOR, an employer has to establish that any accommodation or changes to the standard would create an undue hardship. When a standard is a BFOR, an employer is not expected to change it to accommodate an employee. However, to be as inclusive as possible, an employer should still explore whether some form of accommodation is possible anyhow. It is unsurprising that the culture of a particular work organization will influence selection decisions, with recruiters both consciously and unconsciously selecting those individuals who will ‘best fit’ that culture. In some organizations recruitment policy and practice is derived from their overall strategy which disseminates values into the recruitment and selection process. Though, individuals as well as organizations seek this ‘best fit’, providing evidence that many individuals prefer to work in organizations that reflect their personal values. Decisions made in the course of recruitment and selection process should be perceived as essentially fair and admissible to all parties, including people who have been rejected. [pic] How to cite Recruitment and Selection, Essay examples Recruitment and Selection Free Essays What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment How to cite Recruitment and Selection, Papers Recruitment and Selection Free Essays Case Study: On Time Staffing Inclusive Recruiting and Selection Introduction On Time Staffing (OTS) is one of the country’s top 25 fastest growing private staffing companies averaging 40% growth per year over the past decade. Its’ ever growing client list reads like a who’s who of super regional and national brand companies. With nearly two decades in business, On Time Staffing has migrated from just another â€Å"do everything† temp staffing company to one that specializes exclusively in light industrial staffing. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now OTS recognized that to do staffing for industry took more focus, more precision and more dedication than could be satisfied by a general staffing vendor. Since then, OTS has blown past the competition by delivering clients a better qualified candidate, a more comprehensive list of solutions, and a higher level of customer service. On Time Staffing offers so much more than great workers. Its’ comprehensive staffing solutions include recruiting, screening, placing, monitoring and reporting at a level that far exceeds the competition. Clients rest assured that an OTS candidate comes rigorously screened, appropriately skilled, and continually monitored. OTS’s experience with the inner workings of industrial companies matched with its’ knowledge of highlevel management tools and techniques, delivers staffing solutions unmatched in quality, speed and accountability. Clients count on â€Å"On Time† candidates to have the skills, the demeanor, and the work ethic they demand. OTS applies its’ stringent and rigorous screening and testing processes to insure clients have a large diverse pool of outstanding candidates to fill their temporary and/or permanent staffing needs. Situation OTS acknowledges and embraces Talent Management as a business strategy for itself and its’ clients. Attracting, recruiting, hiring, developing and retaining talented employees are integral parts of an effective talent management system. OTS has been entrusted by its’ clients to play and fulfill the important roles of attracting and recruiting the most talented and qualified employees available in the marketplace. Because On Time Staffing provides temporary and permanent employees for many Fortune 500 companies, it is imperative that staffing solutions meet all of their needs from job specific skills and experiences to diversity of thought and culture. Therefore, 2013  © PRISM International, Inc. / p. 888. 997. 7476 / http://www. PrismDiversity. com OTS recruiters and hiring managers must be successful in identifying, attracting, qualifying, interviewing and screening candidates in a manner that does not prematurely eliminate viable candidates regardless of ethnicity or cultural differences. To ensure success in this regard, recruiters and hiring manager’s skills can be enhanced by participating in a program that focuses on understanding others and their own preferences. Action Through the efforts of the Human Resources department to identify an appropriate program, several diversity and inclusion consulting and training companies were reviewed and researched. A final decision was made to partner with PRISM International, Inc. According to Dana Morgan, HR Consultant, â€Å"PRISM’s approach to talent management resonated best with our values and high standards. When I first reviewed PRISM’s Inclusive Recruiting and Selectionâ„ ¢ program, I knew this was exactly what our recruiters needed in order to deliver the best staffing for our clients†. Inclusive Recruiting and Selectionâ„ ¢ is a specially designed training program for Recruiters and Hiring Managers that helps them develop and incorporate key diversity recruiting skills into actual job responsibilities. This program makes existing behavioral interviewing, selection, and recruiting processes more effective in generating a larger more diverse pool of qualified candidates to help achieve staffing goals. The goal of this program is to gain additional knowledge, skills and tools for recruiting and hiring more inclusively. Program objectives include: Gaining a greater understanding of diversity and inclusion and why it is a crucial success factor. Recognizing the impact of attitudes and behaviors and how they impact recruitment, hiring and your success. Gain skills for sourcing, recruiting and selecting top talent. Sharpen skills to inform, inspire, and involve others in the diversity and inclusion process Following is a high level outline for this highly effective and impactful program: Inclusive Recruiting and Selectionâ„ ¢ I. II. III. IV. V. A Broad Awareness of Diversity Personal Organizational Factors that Impact Decisions Selecting the Best Talent from the Broadest Pool Interviewing Across Cultures Increasing Understanding Building Advocacy PRISM’s Senior Consultant, Tony Gilliard facilitated the above program for a group of 20 recruiters and leaders. He said the group was highly engaged and was able to move 2013  © PRISM International, Inc. / p. 888. 997. 7476 / http://www. PrismDiversity. com quickly toward connecting the dots between diversity and success as a national staffing company. The exercises were provocative and related to real world situations impacting their jobs on a daily basis. They had â€Å"hands on† opportunities to explore how their current recruiting process can be enhanced to deliver adequate diverse pools of highly qualified candidates. Results On Time Staffing is the Company of Choice for Light Industrial Staffing. It’s no mistake that On Time Staffing is one of the country’s top 25 fastest growing private staffing companies averaging 40% growth per year over the past decade. OTS has blown past the competition by delivering clients a better qualified candidate, a more comprehensive list of solutions, and a higher level of customer service. There are qualities and habits essential to a good worker no matter the job: Work ethic, cooperation, focus, maturity. At On Time Staffing they look for the intangible as well as the tangible qualities of a person before classifying them as an â€Å"On Time† candidate. The Assistant Plant Manager at Toll Brothers, Inc. , said â€Å"Not only is On Time able to supply as many candidates as needed, but the overall quality of these individuals has exceeded our expectations†¦ making this a true partnership†. A former employee stated â€Å"My time at On Time Staffing was a great learning experience. Every day you worked with different groups of people for all different kinds of cultures. It helped me with my social skills and being flexible†. Dana Morgan said participant feedback for the session was incredible. Comments included: â€Å"This was the best training I have ever had in my three years at OTS. I learned more about myself and some of the decision I make on an unconscious level Qualifications vs. requirements is my big takeaway Diversity is a must do concept for all staffing solutions Our clients will see us as a valuable resource in helping them meet their diversity visions. † How to cite Recruitment and Selection, Papers