Introduction
Java Corp is looking for new employees for leadership positions due to a sharp increase in staff, which requires the help of a professional recruiter. The main challenges for the company include hiring a large number of new employees and the need to maintain operating principles. After the recruitment procedure, activities are planned to evaluate the effectiveness of the chosen strategy. It is necessary to ensure that new employees are integrated into the organizational system and show good results.
The Role of the Recruiter
The recruiter is responsible for the search and selection of specialists suitable for the company, having the necessary professional qualities and meeting the organization’s goals, objectives, and vision. The recruiter searches for sources, prepares job offers, and posts them (Lebson, 2021). In addition, the tasks of this professional include analyzing resumes and determining the circle of candidates (Lebson, 2021). The recruiter is also responsible for the primary interview with the applicant, determines the professional and personal qualities, and evaluates the candidate’s suitability. Finally, the recruiter prepares an offer for a suitable applicant and agrees on the conditions.
Unique Opportunities and Challenges
Although Java Corp is a small company, it is growing and developing rapidly. The advantages for this organization at the current stage are a stable personnel history and almost no staff turnover. To keep to the tendency, it is necessary to maintain this trend towards a regular team. Since the company has hired 200 new employees, two-thirds of its existing workforce, this presents a significant challenge.
The first challenge Java Corp may experience is the fact that an established team may find it difficult to accept new hires, which can seriously change the company’s direction. Moreover, it is proposed to fill several leadership positions, and the old staff will have to adapt to the new leadership composition. It is necessary to develop a balanced strategy in which it will be easy for new employees to adapt, and old employees will not feel left out.
Hiring Process to Achieve Organizational Objectives
Currently, the organization’s goals in recruiting are hiring new employees, ensuring a balance between new and old employees, and maintaining low staff turnover and stable personnel history. In addition, it is necessary to consider the presence of employees who will compete with new staff but may be inferior to them in professional qualities. The proposed strategy will consider the organization’s challenges and be consistent with its sustainable development goals.
Step by Step Process for Selecting Supervisors and Managers
The search for suitable specialists must begin with developing a job description for posting on information portals. The job description should attract the attention of applicants and underline the benefits of working in this organization. The next step will be posting vacancies on job search portals and particular communities on social networks. This will be followed by a complex process of analyzing the circle of candidates who responded to the vacancy according to their resumes and cover letters. With suitable candidates, conducting a preliminary conversation by phone or using instant messengers is necessary. The success or failure of the interview should be judged by the candidate’s compliance with the required professional qualities. In leadership positions, experience in a similar role is essential. After finding a suitable specialist, the recruiter should make an offer with all the conditions.
Recruitment Practices
Social Media
Social media can be a very effective tool for finding candidates. Posting vacancies in specialized communities significantly expands the circle of potential candidates. Another advantage is the ability to evaluate the candidate’s profile and form a primary idea of his personality. This method can attract candidates with a wide variety of experience and skills than the standard search through job portals (Koch, Gerber & De Klerk, 2018). Social networks also provide the advantage of quick communication with the candidate.
Recruiting Tests
Recruiting tests are an objective system for evaluating candidates. If professional skills are usually realized directly in the work process, they are confirmed by experience, recommendations, diplomas, and certificates; it is necessary to pay attention to the candidates’ personal qualities. To avoid negative situations after hiring, behavioral assessment is an effective strategy. When conducting such a test, unique attributes, communication skills, leadership qualities, and moral principles are evaluated. The recruiter asks the candidate to choose the best course of action in a simulated situation or resolve an actual case that may arise in the workplace. Another recruiting method can be a personality test that reveals the candidate’s psychological suitability for the intended position.
Effective Interviews
The most optimal interview option for finding an employee for a managerial position will be a combined type. With this option, the recruiter has a conversation system, but deviations from it are possible. In this type of interview, the interview may begin with a conversation on arbitrary topics to put the applicant in a comfortable environment. The recruiter’s role is to guide the dialogue and evaluate the qualities of the interviewee along the way.
To assess a future manager or supervisor’s personal and professional qualities, a competency-based interview is necessary. Required competencies for the positions sought should include practical communication, delegation, and negotiation skills. The interviewer listens carefully to the answers and concludes the presence or absence of the necessary competencies. An interviewer might ask questions about the experience of working with subordinates, setting goals, and resolving conflict situations. It will not be superfluous to ask questions about the experience of resolving difficult conditions, the skills to act with an abundance of new information, and the ability to adapt.
Increasing the Attractiveness of Positions
To write an attractive vacancy, it is necessary to prepare in advance for writing it. It is required to analyze the strengths and weaknesses of the company to provide an objective picture. In the case of Java Corp, the advantage will be stability and lack of turnover, which indicates good working conditions. A possible weakness is many new employees, which can be presented as evidence of rapid development. To attract candidates, the vacancy must contain all the information the applicant needs: the location and reputation of the organization, principles and mission, team, work tasks, proposed schedule and workplace, job benefits, and expected salary.
The vacancy text should be written in simple language without clericalism, appeal with facts, and outline the advantages of working in this particular organization. The title should provide specific information and be searched for by keywords. The candidate must fully understand all working conditions and requirements. To achieve total efficiency, it is sometimes necessary to change the vacancy text and analyze the number of responses to select the definitive variant.
Organization’s Legal Considerations Regarding Recruitment and Selection
It is necessary to consider the legal aspects regarding the selection of an employee and the recruitment process. The vacancy must not discriminate against candidates based on race and gender, religious and political beliefs, sexual orientation, disability, age, and marital status (Hangartner, Kopp & Siegenthaler, 2021). The interview process should also not include discriminatory questions and disclose all conditions and requirements to the candidate in advance. At all stages of the recruitment process, it must be ensured that all questions are asked so that all applicants have a fair opportunity to answer them as required. Good recruiting is also an excellent ethical practice that will enhance a company’s reputation.
Measuring the Success of the Selection Method
After hiring employees for the requested positions, it is necessary to ensure that the selection methods and the chosen strategy are effective. For this, both qualitative and quantitative indicators can be used. The company can use surveys of employees showing their satisfaction with their position. It is also necessary to consider the effectiveness of new employees in their places. To do this, the organization can use the performance indicators of a particular department and the number of layoffs.
Specific Indicators
For Java Corp, the stability of personnel history is critical. This organization can track the effectiveness of the new recruitment strategy in terms of employee turnover. If it has increased, then the chosen method does not fully comply with the functional principles of the organization. In this company, it is also essential to consider the opinion of old employees. To express it, quantitative questionnaires can be used in which employees answer questions about satisfaction with the team and the new management.
Conclusion
The effectiveness of the recruiting process can only be determined sometime after employment. However, the process can be carried out competently, following a single strategy and using effective practices. The process must comply with ethical and legal standards, comply with the company’s principles and be comfortable for the applicant. The attractiveness of the vacancy, the correct type of secondary interview, and further monitoring of the effectiveness of the recruitment procedures are essential.
References
Hangartner, D., Kopp, D., & Siegenthaler, M. (2021). Monitoring hiring discrimination through online recruitment platforms. Nature, 589(7843), 572-576.
Koch, T., Gerber, C., & De Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management, 16(1), 1-14.
Lebson, C. (2021). Working with a recruiter; Being a recruiter. In The UX Careers Handbook (pp. 141-153). CRC Press.