Recruitment and selection process.

  EMPLOYEE ONBOARDING PROCESS Introduction After effective recruitment and selection, one of the most important ways that organizations can improve the effectiveness of their talent management systems is through the strategic use of onboarding. Onboarding is the process of helping new hires adjust to social and performance aspects of their new jobs quickly and smoothly (Bauer ,  T.N. 2010).   Importance of Effective Onboarding Process According to Fisher, C. D. (1985) onboarding is important because it acclimates employees to their role, the company’s philosophies, and culture. It also engages employees, creating workers that are committed to the company’s success and helps retain new hires by making them feel like a member of the team (Martin, K., & Lombardi, M. 2009).   Process Flow for Onboarding Onboarding process divides mainly into five stages (Table 1.0). Usually, Human Resources and training staff are highly involved in the beginning stages, ...

JOB OFFER AND PLACEMENT Job Offer After the interviewing and testing procedure has been completed, a provisional decision to make an offer by telephone or in writing can be made (Chaudhuri, 2010). This is normally ‘subject to satisfactory references’ and the candidate should, of course, be told that these will be taken up. If there is more than one eligible candidate for a job it may be advisable to hold one or two people in reserve (Dora, 2003), Checking Applications It is a sad fact that applicants all too often misinform their prospective employers about their education, qualifications and employment record. As an example, this was confirmed by a survey carried out by Pigorsand, (2013), which found that 25 per cent of employers had to withdraw their offers because applicants had lied or misrepresented their application. It is always advisable to check with universities, professional institutes and previous employers that the facts given by applicants are correct (Dale, 2012). Referenc...

  RECRUITMENT PROCESS OUTSOURCING (RPO) Introduction According to Abdul-Halim (2009), Recruitment Process Outsourcing (RPO) involves an employer turning the responsibility of finding potential job candidates over to a third-party service provider. RPO method is designed to bring qualified potential candidates with minimal involvement from HR staff [Figure 1.0]. An employer could sign a contract with a recruitment process outsourcing firm, giving it responsibility to find, screen and assess suitable candidates (Gale, 2015) .   RPO Process RPO services typically start with a recruitment process outsourcing agreement, which outlines [Figure 2.0] the scope of the project, timing, cost and more (Foley, and Andrews, 2004) . Often, the HR management [ HRM ] staff and the RPO service provider meet to create or discuss job descriptions. Then, the RPO team spreads the word about the job opening using its own recruiting methodologies and technology or the client's techniques and ...

  INTERVIEWS Introduction Interviews [Figure 1.0] are an important part of the selection process because they can help HR professionals meet a variety of candidates and determine which one is right for their company's needs (Einhorn,1981) . Additionally, interviews can help you identify prospective employees who align with your company's goals and culture ( Munro, 2016) . Figure 1.0 Types of Interviews Interviewer’s Interviewing Skills Munro, J. (2016) has stated interviewer’s main job in the interview is active  listen . A reasonable benchmark as the interviewer is to aim for the 80/20 rule:  80% listening and 20% talking . Actively listen skill may discover motivations, attitudes and values that didn’t show up on their paper qualifications. During the interview, interviewer pay attention to candidate’s answers and the non-verbal cues [Figure 2.0] you use while answering questions (Allyn, & Bacon, 2009).   Figure 2.0 Active Listening Skills ...