Recruitment and Selection Plan: an example

Recruitment and selection of new team members need to be undertaken with the primary aim that “the required numbers of employees with required talent are available when needed” (Bratton and Gold, 2001, p.13), in our case the required number of employees are seven team members with special characteristics and talents specified as above.

It is important to have a clear understanding about the differences between recruitment and selection. The primary aim of recruitment is searching for and obtaining potential job candidates in sufficient numbers and quality in order for the organization to be able to select the most appropriate people to satisfy its job needs. (Dowling and Schuler, 1990).Selection, on the other hand, involves selecting candidates among recruited pool of candidates in order to hire for the job. (Hackett, 1991)

The primary aim of recruitment is considered to be “to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of the company” (Armstrong, 2001, p.385)
In order to employ the members of the team for the roles specified above the following recruitment strategy is going to be followed as proposed by Beardwell et al (2004):

Firstly, each individual vacancy within the team, and their roles and responsibilities are going to be specified.

Secondly, all available recruitment methods are going to be critically analysed in order to identify the most suitable ones taking into account the specifications and objectives of the team.

Thirdly, recruitment advertisements are going to be undertaken in accordance with the chosen specific recruitment method(s).

Fourthly, employment documentations are going to be dealt with as regards to each person recruited.

Fifthly, recruitment monitoring and evaluation is going to take place taking advantage of previous experiences regarding this matter.

Sixthly, recruited candidates are going to be shortlisted in order to proceed them to the next stage which will be the selection of job candidates.

The recruitment and selection process itself of the team members for the roles of ‘plant’, monitor/evaluator, co-ordinator, resource investigator, implementers, completer/finisher, team-workers, shaper, and ‘specialist’ will consist of following g stages:

Stage 1. Leads will be generated for above roles within the team through advertising vacancies in external recruitment sources (internet and job centres), as well as internal recruitment sources (intranet and transfers from other departments). Only 800 applicants will pass the initial screening of their applications on the basis of basic requirements of the positions from among all of the applicants for the jobs.

Stage 2. Further screening of applications will be undertaken on the basis of qualifications of applicants and other criteria and as a result only 300 applicants will be invited out of initial 800.

Stage 3. Among 300 invited applicants only 60 will be chosen for the interviews. The rationale for the choice at this stage will be based on the suitability of candidates for the roles advertised on the basis of knowledge and other criteria.

Stage 4. 60 remaining applicants will be interviewed for the positions in the team and as a result of interviews only 18 candidates will be remaining still with the chance of being employed to the vacancies in the team.

Stage 5. Offers of employment will be made to all remaining 18 candidates and as a result of negotiating with them about their pay package and other aspects of their future employment, only 9 people who represent the roles of ‘plant’, monitor/evaluator, co-ordinator, resource investigator, implementers, completer/finisher, team-workers, shaper, and ‘specialist’ will be selected to be members of the team and they become new hires for the company.

The recruitment and selection processes need to be approached professionally in order to achieve their objectives. The primary objectives of recruitment and selection processes is the attraction of large number of applicants with suitable skills, experiences and qualifications in order to choose among them through various available methods for the employment in an organisation and these methods should be cost effective as well.

The recruitment and selection plan outlined above meets all the requirements outlined above and ensures that a large number of applicants are attracted for various positions within the team, the most suitable of them are selected though efficient selection methods which are at the same time cost efficient.

References

• Beardwell, I, Holden, L & Claydon, T, 2004, Human Resource Management: A Contemporary Approach, 4th Edition, FT Prentice Hall
• Bratton, J & Gold, J, 2001, Human Resource Management: Theory and Practice, Rutledge
• Dowling, P & Schuler, R, 1990, International Dimensions of Human Resource Management. Boston, Mass: PWS-Kent Publishing
• Hackett, P, 1991, Personnel – the Department at Work. Institute of Personnel Management