Human Resources Department: Recruitment and Selection

The work of the Human Resources department

We all know that recruitment and selection is one of the tasks that the HR department fulfills. The other tasks will be discussed below:

• Recruitment and selection: Involves selecting and attracting the best workers.

Wages and salaries: Must be enough to motivate or attract workers.
Industrial relations: There must be effective communication between departments.
Training programmes: Must meet the training needs of employees and accomplish business objectives.
Health and safety: Must do things according to the law.
Redundancy and dismissal: Must obey all laws when firing workers.

Recruitment and selection

Workers are needed when a business starts up, expands or an existing employee leaves. Businesses use the recruitment process to successfully employ the right people. This process is usually undertaken by the HR department, but in small business, HR departments do not exist since the businesses employ too little workers for it to be of much use. Here is a diagram summarising the recruitment process:

1. Vacancy arises.

A job analysis is done, which identifies the responsibilities and tasks of the job.
A job description lists that responsibilities and tasks to the candidates who apply for the position.
A job specification outlines the required qualifications, expertise and experience a candidate needs so that they can be accepted.
The job is advertised in the appropriate media. (e.g. newspapers)
Candidates fill out application forms, which are short-listed so that only the best candidates remain.
Interviews are held with remaining candidates, and the ones suitable for the job are selected.
Vacancy filled.

The recruitment process

Job analysis and description:
When a new employee is needed, a job analysis needs to be taken to identify the tasks and responsibilities of the position. This should be easy for a job that needs replacement, but not so much for a job that has just been created.

Once all the details of the job has been gathered, a job description needs to be drawn up. This job description has several functions:

• Given to candidates so they will know what the job will involve.

Allows a job specification to be drawn up which will state the requirements for the job.
Shows whether an employee carries out the job effectively or not. It helps solve disputes between employees and employers about wages, working hours, etc.
The job description for any business will usually contain:

• The title of the job.

The department one will work in.
Who will be in charge of the job-holder.
Who the job-holder will be in charge for.
The purpose of the job (job summary).
The main duties of the job.
Job description sometimes contain information about:

• The conditions of employment – working hours, wages, pension schemes.

Training that will be offered.
Opportunities of promotion.

Job specification
After the job description has been drawn up, the qualifications for the job can be identified. They usually include:

• The level of educational qualifications.

The amount and type of experience.
Special skills, talents or knowledge.
Personal characteristics. (e.g. type of personality)

Advertising the vacancy
The next stage is on how to get people to know that you have a job to be filled.

Internal recruitment
The vacancy can be filled by an employee already in the business. It might be suitable for employees seeking promotion.

Pros of internal recruitment:

• Saves time and money.

The candidates' reliability, ability and potential are already known.
The candidates know the expectations and rules of the company.
Motivates other employees to work harder to get promoted too.

Cons of internal recruitment

• No new ideas or experience come into the business.

May create jealousy and rivalry between existing employees.