Appraise whether the recruitment and selection processes are effective in ensuring that the right people with the right skills are in the right job at Nestle Company(1050words).Please use this guide and include Harvard referencing.
Appraise means to assess the issues, discussing the pros and cons leading to an opinion on the usefulness of the topic or issue.
Topic: effective recruitment and selection processes
Word count: 1050
Read Section 3.2 in the study guide.
Google Scholar search terms “effective recruitment” “what makes recruitment effective”
Paragraph 1 (130 words, 2 citations)
Introduce what is meant by effective recruitment and selection processes – use a citation. Eg. Such processes are effective when the right persons with the right skills are in the right positions in the organisation. Other consider recruitment is effective when costs are within budget, when new recruits stay in the position rather than leave in a short time frame, when there is person-job fit (person’s characteristics match the job title and job duties)
Indicate your organisation defines effective recruitment and selection in the same way in addition to: the process being cost effective, timely, leading to employee retention, achieving job person fit, focused employee induction training etc.
Provide an opinion/assessment on whether recruitment and selection processes in your organisation are effective using company evidence – citation. (Effective? Not so effective? Could be improved? Some positions have poor job-person fit?) Give company evidence to support your assessment.
Provide some ways recruitment and selection are effective in your organisation. Consider:
Leads to resourcing staff with the right skills, attitude and experience to fill key positions
Use of competency-based frameworks in recruitment and selection.
Appropriately inducts/orient staff to their positions
Retains newly recruited staff
Attracts staff who exceeds performance expectations of their positions
Process is cost efficient to the employer
When the process provides the right staff at right time when needed
Outline the intent of the essay (paraphrase question here)
Paragraph 2 (150 words, 2 citations, discussion of hiring staff with the right skills, attitude etc.)
Introduce that the recruitment and selection processes in your company is effective as it hires staff with the right skills, attitude and experience required to fill key positions.
Explain 2-3 principles of this argument. Consider:
Selection criteria include attitude, skills and experience are established.
Assessment techniques determines if candidates have the pre-determined criteria eg. assessment centers, work sampling, psychometric testing, reference checks.
Use of competency based frameworks in drilling down the assessment methods used.
Provide examples of these above principles in your organisation.
Discuss the benefit of this example in hiring staff with the right skills, experience and attitude.
Provide an opinion on any limitation of the process eg. failure to setup selection criteria, lack of knowledge by HR staff in using competency based frameworks.
Recommend a strategy to improve eg. line managers and HR staff establishing selection criteria for each position, interview instrument is not aligned to the job and person characteristics.
Paragraph 3 (150 words, 2 citations, use of competency-based frameworks)
Introduce that the recruitment and selection processes in your company is effective as it uses competency-based frameworks across recruitment, selection and induction to select persons to achieve the job person fit- citation.
Introduce what is competency-based recruitment – citation. Involves identifying particular behavourial, role and qualification competencies for a job position and using these competencies to ask interview questions, design work sampling tests and perform induction training when candidates are hired.
Explain 2-3 principles of this argument. Consider:
Used to develop job descriiptions and person specifications possibly through job evaluation & redesign.
Informs interview questions
Informs other selection tests such as assessment centers, work sampling, case studies, presentations.
Training new recruits on the required competencies at induction or orientation.
Provide an example of competency-based recruitment in your organisation.
Provide a benefit of this example to effective recruitment and selection in your company.
Provide an opinion on any limitation of the process eg. line managers lacking knowledge and buyin on the process to the competencies required of key job positions.
Recommend a strategy to improve eg. HR staff illustrating and training of line managers on its importance and their role in identifying the competencies required of job positions.
Paragraph 4 (150 words, 2 citations, retains newly recruited staff)
Introduce that the recruitment and selection processes in your company is effective as it retains or keeps staff who hired for job positions.
Explain 2-3 principles of this argument. Consider:
New recruits are sufficiently satisfied to not exit the organisation once hired.
Depends on the employer meeting the expectations of new recruits – relate to the psychological contract where employers must meet staff expectations which results in positive staff outcomes.
State the converse – if new recruits leave the business, the recruitment will need to be restarted incurring time and cost.
Provide examples of these principles in your organisation eg. With new staff staying in their positions, recruitment processes are not revisited, thereby saving on HR costs. Also, outline the staff retention rates for departments, positions or the entire company.
Provide a benefit of this example toward effective recruitment and selection in your company.
Provide an opinion on any limitation of the recruitment process in retaining staff and even being cost effective eg. new staff leaves the company as their expectations are not satisfied due to low wages, toxic cultures, autocratic leadership etc.
Recommend a strategy to improve eg. ensure a clear employee value proposition is communicated to the employee at the interview stage and endeavour to provide this value which employees require.
Paragraph 5 (150 words, 2 citations, inducts new staff into the organisation)
Introduce the induction of new recruits into the organisation makes the recruitment process effective- citation.
Explain 2-3 principles of employee induction – citation. Consider:
Orientation training given to new recruits upon entering an organisation.
Training topics include: job duties, business culture, work ethic, results-based management, details of the employment contract are also reviewed.
Once provided, new staff feels more at ease and are less likely to leave the employer
Provide examples of how employee induction is carried out in your organisation in an effective manner.
Provide a benefit of how the induction examples make recruitment and selection effective in your company eg. ice breaker to new recruits, staff feels less anxious and confused, better prepares staff for their roles, accepted practices of good behaviour etc.
Provide a limitation of how induction is carried in your company eg. lack of time, managers do not see the value
Recommend a strategy to improve eg. setting up of a clear induction programme for various job categories.
Paragraph 6 (100 words, 2 citations, wrap up the discussion)
Using a summary of the arguments discussed, restate your judgement of the effectiveness of the recruitment and selection process in your organisation to provide the right people with the right skills in the right jobs.
Discuss TWO major strategies how the recruitment and selection process can be made more effective eg. setting up a recruitment policy which contains how the effective features can be achieved. Restate these features.
