A Breakdown of the Hiring Method of an Organization

A Breakdown of the Hiring Method of an Organization The recruitment procedure will start after a full evaluation of the need for the post as well as strategic plans, and the budget has been finished. The recruitment policy should consider the need for fresh ideas and approaches. It should ensure a diverse workforce by planning to employ groups that are not represented adequately in the company. This will be achieved by placing job advertisements in the minority ethnic press, the women’s press and other types of publications targeting the under-represented (Armstrong, 1999). The company will add statements in the advertisement that seek to encourage under-represented groups to apply for the advertised posts. Any new or modified position will be officially assessed and graded before advertising it so as to maintain equal wages for work of equal value After completing a post evaluation, the vacant position will be advertised. All positions will first be advertised within the company. This is essential so as to maximize equality of opportunity and offer existing staff a career growth. The vacant post will afterward be advertised externally through media such as newspaper and online. Adequate details will be provided to the applicants so as they can make an informed choice. Selection Policy Internal as well as external candidates should be evaluated in a neutral way using the selection criteria set out and the only candidate who possess the required specifications should be shortlisted. All managers will be involved in shortlisting candidates to avoid any possibility of bias, but the HR Manager will be in full control. All candidates will be questioned based on the individual specification. Once the short listing process is over, it should be handed to the HR service department. The shortlisted candidate will be contacted by emails or telephone and given information about the selection procedure including any interviews. Shortlisted candidate will be given a notice five days working days before the interview to allow them to participate fully in the selection procedure. The interview process will be carried out by at least two individuals. One individual will be the Company recruiting manager. Notes should be taken during the interview to record relevant points of the process. This will be used to refer when evaluating candidates and making decisions. Notes on a candidate recorded during the selection procedure should be submitted to the HR department. These notes will be stored for at least six months after the selection procedure. Candidates who fall short of the interview will be handled courteously and sensitively. They will be notified about the selection procedure results via telephone or a written letter. A reference check will be carried out before making an offer to the applicant. Before conducting the reference check the selection panel needs to familiarize thoroughly with the details provided by the applicant such as application, resume or work experience. Recognize areas that need verification particularly work experience. Telephone calls will be made to one or more referees provided by the candidates. Since most employers are not allowed to give information without permission, the selection committee will send signed applicant release and Disclosure consent form. The question will be noted in advance; highlighting the details that need verification or explained further. Employment checks will be conducted where the successful applicant will be required to provide proof of identity The successful candidate will also provide actual certificates of qualifications The successful candidate must complete a confidential health questionnaire to prove suitability in working for cloth making company.