Describe common recruitment and selection methods, including assessment centers
Recruitment is the process of searching and harvesting potential candidates with desired skills, knowledge, experience that match with the available vacancies, descriptions, and specifications of the recruiting organization (Chartered institute of personnel and development, 2016). A recruitment process aims at offering the best opportunities from largest groups of applicants in selection of the most appropriate people roles in an organization. Conduction of best recruitment processes gives organizations a competitive advantage whereas ineffective recruitments results in reduction in productivity, great disruption, and interpersonal difficulties. In addition, the company incurs high overhead costs, interruption in operations and relationship difficulties.
Selection process come after recruitment of qualified candidates for the job vacancy announced. Qualified candidates in an organization are selected through assessing applicants for the job offer and short-listing them. Employees for recruitment are selected from a pool of candidates through structured interviews, reference checking, Biodata forms, aptitude tests, personality tests among others. Selection processes ensures that only the best people for the jobs announced will effectively perform the roles and meet the targets. Selection processes are expected to be fair, effective, and equitable to all candidates.
Strategies ensuring effective recruitment in an organization include enough knowledge, skills, and attributes that meet current and future operational and strategic requirements (Chartered institute of personnel and development, 2016). A selection and recruitment strategy that meets demand and supply requirements and continuously increases pools of potential applicants.
In addition, selection processes that provide continued improvement towards selection of candidates who qualify for the job are chosen for further investigation. Moreover, the best selection process is one that predicts the positivity of various candidates accepting an offer of a job thus increasing the effectiveness of an organization. Applications from candidates are received through application forms or curriculum vitae (CV). The methods avoid discrimination in the selection process by involving everyone in the selection process (Chartered institute of personnel and development, 2016). As a result, the Human resource department personnel scrutinize all candidates’ application forms or CV. The process assists in singling out most qualified people for the following interviews and creates a good reputation for the organization. In addition, candidates cannot make a tribunal claim over any form of discrimination.
Assessment centers are organizational locations where organizations assess groups of candidates for skills and personal attributes required for the job, at the same time and place using various selection exercises.
Benefits of assessment centers
Assessment centers predicts the suitability of a candidate for a certain job thus preventing organizations from making poor decisions while recruiting members. Moreover, they reduce costs that come with poor selection methods. Candidates assessed in assessment centers gain better experience than those assessed through interviews alone (Woodcock, 2016). Assessment centers are reliable methods for use in assessment of candidates. Interviews alone are 15% accurate but when combined with other methods in assessment centers their accuracy rises above 60%.
Assessment centers are accepted as fair selection methods in offering equal opportunities for all candidates and do selection on merit. In addition, selectors are offered with a lot of information about the candidates, which helps them assess the abilities of the candidates. Assessment centers offer in-depth assessment to all candidates and eliminates chances of complains from candidates. Large organizations such as banks uses assessment centers such as big hotels, training centers, which may be booked for less than one week. Psychologists and other human resource personnel, line managers and commercial employers conduct assessments. Small companies have assessment centers in their offices (Woodcock, 2016).
Assessment centers have high running costs and take most of staffs’ time thus allowing only large organizations to run them since they can absorb the costs. Assessment centers are final stages of selection from paper application, online reasoning tests, or e-tray exercises. Specifically no interviews are held before assessment centers. Assessment centers assess leadership skills, analytical skills, teamwork, and ability to work under pressure, cooperation with other people, numeracy, and written and verbal communication skills. Assessment centers involve group exercises, in-tray exercises, psychometric tests, interviews, social skills, and presentations.
Concept of outsourcing
The concept of outsourcing originates from American terminology outside resourcing which means to get resources from outside. Economically it is understood as using external resources to develop business, which was making use of internal resources only. Outsourcing is total, partial, or selective. It is applied in project development and service management or in human resources (Troaca & Bodislav, 2012). Outsourcing contracts are transitional, general, or economic processes. Businesses outsource resources from one or many providers, customer, vendor or clients. Outsourcing period is short term or long-term. Suppliers are located locally, regionally or internationally. Outsourcing phenomenon is procurement of materials, firm inputs, services either internally or externally from outside sources.
Purpose of employment contracts
Employment contracts are agreements with set employment conditions, rights, responsibilities, and duties. Employees abide by the terms until the contract ends or is discharged. Employment contracts are in writing or spoken forms (Government digital service, 2016).
Describe the purpose of industrial relations.
Industrial relations facilitates cooperation between management and staff, organizations and their major stakeholders, customers, unions, government agencies, vendors and agencies. Human resource managers and specialists in certain areas who oversee the overall functioning of the firm utilize industrial relations. Responsible professionals attempt solving problems interfering with productivity. Examples absenteeism, poor performance, low morale, misconduct, and communication between staff and management. In addition, industrial relations address ways of handling grievances, disciplinary actions, investigations, and conflict resolution practices. Industrial relations give instructions to managers and staff on their responsibilities andrights according to state and federal laws (Industrial relations commission, 2014). The laws cover family leave, discrimination, harassment, and safety in work places. Industrial relations emphasize on labor relations. They insist on collaboration between unionized workers and management to offer work environment free of problems. Example national labor relations Act gives employees rights to join unions and participate in collective bargaining and negotiations as well as teaching them to refrain from participation in organizing activities.
Equal employment opportunity and anti-discrimination principles
Equality Act 2010 and equality and human rights commission (EHRC) (2007), aims at offering simpler, consistent and legal framework that prevents discrimination. It elaborates on equal pay, sex discrimination, race relations, disability discrimination, employment equality on religion and belief, sexual orientation, age and gender. The Act offers equal employment opportunities among all groups of people and avoids discriminating them on basis of age, disability, gender, race, religion and belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity (The university of Sheffield, 2016).
EHRC (2007) combined the works of equal opportunities commission, racial equality commission for racial quality and disability commission. It enhanced equal legislation on race, disability, health, age, gender, religion, sexual orientation, and other transgender status. It campaigns for social change and justice and extends its legal powers on individuals and organizations against such laws.
Legislation associated with recruitment, selection, and induction.
Legislation associated with recruitment, selection and induction processes includes analysis of strategic plans operational in the business, and identifying with relevant policies and objectives. There should be supporting documents of criteria followed during recruitment, selection, and induction. In addition, review options improve the efficiency and effectiveness of technology used during recruitment and selection. Junior managers request support from senior managers on policies and procedures (Industry skills councils, 2012). Employers should communicate procedures and policies to target employees and offer required training. In conclusion, employers should determine the future of human resources needs in collaboration with relevant mangers and sections.
Terms and conditions of employment.
A written terms and conditions of employments contains the name of employer and employee, employment date and other started employments, working hours, holiday entitlement and job description (Acas, 2016). In addition, there are details of agreement conditions affecting employment, sick leave and payment terms, pensions and pension scheme, procedures to forward grievances and appeals made.
Relevance of psychometric and skills testing programs
Psychometric tests measures and compares candidate’s personality, intelligence, and aptitude attributes. Skills testing assess the current knowledge level of candidates, their ability in specific area to determine their ability to meet required techniques in areas such as computer programming (Woodcock, 2016).
Acas. (2016).Written Statements of Terms and Conditions of Employment. Acas .Retrieved from Http://Www.Acas.Org.Uk/Index.Aspx?Articleid=3970
Chartered Institute Of Personnel and Development. (2016). Selection Methods. Cipd. Retrieved From Http://Www.Cipd.Co.Uk/Hr-Resources/Factsheets/Selection-Methods.Aspx
Government Digital Service. (2016). Employment Contracts. Gov. UK. Retrieved From Https://Www.Gov.Uk/Employment-Contracts-And-Conditions/Overview
Industrial Relations Commission. (2014).Industrial Relations Commission-Purpose and Functions. Industrial Relations Commission. Retrieved From Http://Www.Irc.Justice.Nsw.Gov.Au/Pages/Irc_About_Us/Irc_About_Us_Ircpurpose.As px
Industry Skills Councils. (2012).Bsbhrm506a Manage Recruitment Selection and Induction Processes. Australian Government Department of Education, Employment and Workplace Relations, 1-9.
The University Of Sheffield. (2016).Key Legislation Regarding Recruitment and Selection. Human Resources. Https://Www.Sheffield.Ac.Uk/Hr/Recruitment/Guidance
Troaca, V., Bodislav, D. (2012).Outsourcing: The Concept. Theoretical and Applied Economics, 6 (571), 51-58.
Woodcock, B. (2016).Assessment Centers. Careers and Employability Service. Retrieved From Http://Www.Kent.Ac.Uk/Careers/Selection.Htm