An HR specialist is a person who monitors the emotional and working state of the company’s employees, collects feedback on how comfortable they are working now, and helps solve current problems in relationships within the team. For an HR specialist, it is important how comfortable each of the employees is working now, what worries them, what distracts, and what problems there are (McCartney et al., 2021). This paper aims to analyze the recruiter’s role and develop a step-by-step plan of recruitment that would affect the chosen company’s performance.
The primary role of this professional is to monitor the status of employees. For an HR specialist. This is important because a person concerned about something has a reduced working capacity (McCartney et al., 2021). It is becoming more and more difficult to perform tasks effectively. The other responsibility of this specialist is establishing communication with employees. The HR department often makes appointments for those who are worried about something at work. At these meetings, employees can speak up and discuss difficulties and what worries them. The HR specialist will help one find a solution to the problem and will do everything to improve the emotional state of co-workers. For instance, suppose there have been conflicts between several team members for some time (McCartney et al., 2021). In that case, an HR specialist can invite them to a meeting to discuss these situations to understand why this is happening and what to do about it. For example, one can develop some rules of behavior in conflict situations and make a list of appropriate topics because open conversations help build relationships and reduce anxiety.
Assistance in development within the company is an additional duty of HR. Sometimes new vacancies within the organization are closed at the expense of the current staff: one of the employees may want to change the direction of work or specialty or move up the career ladder. It is the HR specialist who helps to carry out internal transitions from position to position. They know all the employees well and can easily identify those candidates who are best suited for this position: they have the necessary qualities, skills, and experience.
Moreover, that conduct motivational activities; typically, the HR department organizes meetings with employees where they can share their experience and tell how to improve their level of hard and soft skills, what needs to be done to take a higher position, and how to systematically and confidently move up the career ladder (McCartney et al., 2021). Such meetings can be held in the format of training or small lectures – it all depends on the tasks set. Furthermore, they work with employees who leave for another company. A good HR specialist is always interested in why a person decided to change jobs, what did not suit them, and what can be done so that the employee continues to work in the company. Such interviews help to improve work processes within the team and take more care of employees.
For Java Corp having a recruiter is a unique opportunity to develop a large-scale business format. It means that new departments will be under the guidance of newly employed supervisors and managers, enabling the company to grow faster. In addition, new positions would facilitate the working processes and may contribute to new product development and further promotion. The brainstorming sessions may be beneficial for producing creative ideas.
On the other hand, hiring new employees could complicate the work of HR as the hiring process is time-consuming. It signifies that there will be less time left for monitoring the environment among the existing personnel, which may cause dissipation. The other challenge is that the number of candidates hired may not correspond to the established plan. This may result in either overstaffing or increased turnover.
The development and functioning of any enterprise, company, or organization are impossible without a strong and professional team. Mistakes of the HR department when hiring employees can cost the company too much, but it is not easy to assess an employee’s potential on the go because it takes time (Schmidt, 2021). In order for Java Corp to function effectively, it is vital to hire managers and supervisors to stick to specific steps, which will be described below.
The first thing needed is the awareness of the necessity to hire an employee and the formation of an application from the manager. At the same time, the requirements for candidates should be clarified (Schmidt, 2021). The next step is to determine the conditions of hiring managers and supervisors. At this stage, instructions are prepared with a detailed indication of the employee’s requirements, rights, functions, and duties. Choosing the type of hiring staff in the organization is the following task. The most optimal source of employee search is selected depending on the functions.
Then, Java Corp should accept the documents from all candidates. When the records are analyzed, professional orientation – familiarization with the field of activity, organization, and work profile – takes place. The most important step is the selection of candidates; it includes several stages – familiarization, analysis of documents, collection of information about the applicant, comparison of the information provided with the stated requirements, and conducting an interview. Determination of the candidate’s abilities by testing is the following stage. The other relates to passing a medical examination (for certain fields of activity – a prerequisite) (Schmidt, 2021). Finally, the employment takes place with the selection of the most suitable of the submitted candidates (Schmidt, 2021). If the employer and the applicant are satisfied with the results obtained, an employment contract is concluded, after which a meeting is scheduled.
One of the primary methods of hiring personness is advertising in specialized media and Internet sites. This method is especially good because it allows one to find real professionals in their field. Ordinary people hardly read magazines of a narrow focus (Schmidt, 2021). The fact that the applicant for the vacant position found out about it from a specialized publication or the company’s website undoubtedly speaks of his serious approach to the matter. This method is the best for Java Corp since the company will actively promote its products on social media. The candidates should be interviewed and offered open-ended questions to demonstrate their creativity.
The other approach is to resort to educational institutions – many universities and organizations that conduct advanced training courses have their graduate employment services. Practice shows that hiring and selecting personnel becomes much more effective when applying to universities (Schmidt, 2021). Moreover, close cooperation with governmental organizations sometimes helps to find a free specialist for today. Many services, among other things, have a common database, which surpasses the candidate bank of any commercial agency in terms of the number of applicants.
Legal considerations are the means established by the current legislation by which the state ensures the observance of subjective rights, in this case, the rights of future employees. For instance, it is necessary to sign an employment contract – an agreement between an employer and worker, on the basis of which an employment relationship arises between the parties (Shilling, 2018). It is vital because it lists all the duties and conditions both sides agree on. In case they are broken, the employer or employee can report one another and breach the contract.
The other legal consideration refers to freedom from discrimination. It signifies that the employee should be liberated from any bias arising on racial, cultural, gender, and other grounds. When applying for a job, a candidate should ensure they will not be exposed to any prejudice (McCartney et al., 2021). In turn, the employers must create such an application that would eliminate any differences (Shilling, 2018). For example, the job title needs to be gender neutral, the description should include duties that would suit any potential worker, and the person specification criteria are to be listed appropriately.
The next legal issue is a job interview where HR is not supposed to ask questions based on prohibited grounds. Namely, they should not ask if a candidate will have children but ask if they consider working for more than a specified period. Regarding wages, an HR must state the amount based on one’s skills and abilities rather than their background (Shilling, 2018). In Java Corp’s case, managers and supervisors will have different wages, which needs to be explained by the number of tasks they will have. In general, legal and ethical issues should be addressed to sustain equality in the company and avoid discrimination against employees.
Considering the recruitment process exclusively, there can be distinguished three recruitment functions. The first one is the formation of a documentary basis for the selection and evaluation of personnel. The next function is to monitor the labor market and hunt for specialists needed by the company at the moment. Finally, it analyzes the potential of employees, attracting personnel contributing to the company’s development.
In the end, one must evaluate the recruitment effectiveness of Java Corp. In the selected company, ‘time to hire’ metrics will be used – it will help measure the amount of time between the application and the start of the employee’s work. The other metric to use is ‘sourcing channel effectiveness’ as it is useful in identifying the key sources of hiring workers. Finally, the ‘quality to hire’ scale will help determine the key performance indicators (KPIs). These will include the number of products sold, projects, deliveries, sick leaves, and others.
In conclusion, Java Corp demands a step-by-step recruitment plan in order to hire real professionals to make a company leading in the market. Therefore, HR is supposed to thoroughly revise their applications, conduct training, and select the right candidates. This is fully HR’s responsibility as they play an important part in establishing the climate within the organization. During the recruitment process, it is crucial to bring up legal issues to eliminate any discrimination. In the end, HR must assess the recruitment process by measuring employee performance using different metrics.
References
McCartney, S., Murphy, C., & Mccarthy, J. (2021). 21st century HR: a competency model for the emerging role of HR Analysts. Personnel Review, 50(6), 1495-1513.
Schmidt, L. (2021). Redefining HR: Transforming people teams to drive business performance. Kogan Page.
Shilling, D. (2018). Complete guide to human resources and the law. Wolters Kluwer Law & Business.