BUSN9262 Advanced Recruitment And Selection

BUSN9262 Advanced Recruitment And Selection

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BUSN9262 Advanced Recruitment And Selection

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BUSN9262 Advanced Recruitment And Selection

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Course Code: BUSN9262
University: Flinders University

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Country: Australia

1.The body of the report is consistent with the executive summary and introduction and critically analyses the topic.2.Analysis shows knowledge of relevant theory and practice in recruitment and selection in Australia.3.There is a balance between descriptive and analytical content, with a strong emphasis of critical analysis.4.The topic is discussed using relevant and appropriate theoretical frames, and these are supported by the use of at least five primary sources.

The main purpose of this report is to focus on recruitment and selection method of the company. As it is seen that the people or employees who are working in the organization are above the age of 30 . So in this report it will give focus on the steps which should be taken at the time of recruitment and selection process of three graduates in the firm. Recruitment is a process by which prospective employees can be identified. It is a process which is conducted by human resource team of the organization. The employees or candidates who are eligible to do work are only employed in the organization. In this report different recruitment and selection methods are discussed which should be considered by the organization for recruiting employees or candidates in the organization. Selection is choosing best candidate among all the candidates.
Recruitment and selection method:
1) External sourcing: It is a method of recruitment in which candidates are employed by external recruitment tools such as print media, Job boards. The method focuses on bringing candidates who have at least 5 to 10 year experience in the field of accountancy. This method brings candidates who have experienced in the field. This method is also used when the position is not filled by current employee. The organization accept resume and advertise their job opening according to the requirement. The candidates are recruited from outside the organization (Marsden, 2009).  This method involves lot of money and time. The external sources of recruitment are:

a) Advertisement:  It is an important part of the external sourcing. It covers a wide area of market and attracts more applicants towards the organization. The details information of job opening can be obtained by the newspaper and television. It is a very beneficial medium for the job seeker to seek job. The proper detail should be given of the job requirement. So that it is easy for the candidate to know about the description of the job clearly by this it induces qualified candidate to apply for the job (Breaugh, 2017).
b) Educational institutions:  There are many institutes which give placement to the students of the institution. By this medium also the company can hire the candidates according to the requirement. The candidates can be easily employed by this method. It is the easy way and also the lost incurred is less as compared to other sources. The organizations give chance to the candidate to apply for the job so it is the best opportunity for the company to access their capability towards the job. For example: If candidate is chosen from the institution then it will be easy for both company and for candidate to access each and every factor easily. It will give confidence to both the candidate as well as the company that the candidate will be genuine enough with the company or organization (Lavania, Sharma & Gupta, 2011).

2) Third Party Sourcing: It involves placement agency to find the qualified candidate according to the requirement. This is the best method by which appropriate candidate can be hired or employed in the organization. It also gives salary benefits and more flexible benefits to employees or hired people. The agency offer jobs to the job seekers and through the agent the candidate give interview in the company. It also caters large number of people towards the organization. By this source more candidates can be employed easily (Lieb & Bentz, 2005).
3) Internet advertisement:  Companies also publish their job opening on their portal or website. It is easy for the job seeker to know about the job opening in the organization. Full details of job opening are updated by that the candidates and they can easily apply for the job.  The company can also recruit the candidates by posting on the website or portal about the job opening. The job description should be given so that job seekers can know about the job and can apply for it (Piotrowski & Armstrong, 2006).
4) Walk in Interview:  Company can also recruit the candidates who are coming for giving interview in the organization. It is an easy and not a costly method to hire the candidate for the organization. The candidate can be employed by analyzing the qualification of the candidate (Koo & Skinner, 2005).
Next is selection method:
1) Interviewing:  For selecting the candidate for the job opening in the organization. The interview is conducted in which candidates is called up with a resume and the questions are asked which a candidate has to answer. While conducting an interview focus should not only give on the experience but also the present criteria should be considered. Also listen carefully to the candidate answers without interruption. The candidate should be examined properly and there should be proper analyzing of the knowledge which the candidate possesses (Yeung, 2008).
 2) Selection testing: It is conducted to analyze the behavior of applicant, aptitude and performance. It involves many tests like intelligence test, personality test, aptitude test, achievement test. So by conducting the entire test the eligible candidate who cleared the entire test can be employed in the organization. The selection test carries many tests which are achievement test, situational test, interest test, personality test. This all test should be considered at the time of recruitment (Yakubovich & Lup, 2006).
3) Medical examination:  This can be also applied for selecting candidate for the organization. The medical test is conducted to check that the candidate is mentally suitable for the job and also to see that the candidate meet the standards of the organization. It is an important part of the selection process in this proper analyze is conducted to see that the candidate which is selected is eligible for the job or not (Williams, Labig & Stone, 2008).
4) Reference check: The reference check should also be conducted at the time of selection. The department checks the background of the employee or a candidate. It can also be done by telephone or by mail. It also helps the employer to confirm the candidate that they are honest towards their job. It is a tool which gives equality between qualified candidates. It provides the company to know about the background of the employee (Fernández-Aráoz, Groysberg & Nohria, 2009).
5) Hiring decision: The manager of the organization makes the final decision. There must be mutual and good understanding between the line managers and human resource department for recruiting candidate. The final decision is taken by human resource department and the best candidate who is eligible for the job is selected. The candidates who are qualified enough for the job should be hired (Newell, 2005).
6) Application form:  Before giving the job the application should be seen properly by the company. After completing all the formalities the eligible candidate is placed in the job. The candidate is placed on the job for two months of probation period. After successful completion of probationary period the employee become permanent candidate of the organization.  The candidate is enrolled in the organization on permanent basis. It gives an opportunity to an employee to give their best towards the job. Application form should contain qualification of the candidate. So that company can take decisions correctly (Piotrowski & Armstrong, 2006).
From the above report it can be concluded that company should take into consideration the method which is easy to recruit more and capable people or candidate for the company.
1.) The best method which should be adopted by the company for recruitment can be external sourcing. Company can give advertisement in the newspaper for the post of accountant and also company should recruit employee by visiting different institutions. It can be beneficial for both the candidate and the company. Company can get best and qualified accountant for the job post. It is the best and less costly method which can be best for the company.
2.) Company should also focus to retain the employee in the organization it will enhance the goodwill of the organization.
3) Also the best way by which company should recruit employee is by walk in interview. The company should focus on the candidates who are coming for walk in interview. By this also company can easily recruit young and talented people or candidate for the job post. Company should conduct interview properly by analyzing the knowledge of the candidate. If he is eligible then only he or she should be employed in the organization.
4)  For the post of accountant the company should conduct proper method of selection like medical examination, reference check. The candidate should possess all the knowledge related to the accountancy. The company should also give description of the job or the job opening on their portal. For example: There is an job opening for the post of accountant then the company should conduct external recruitment process so that eligible candidate can be selected easily. Right decision for the company is very important element.
5) Company should also adopt Darwin’s Theory of natural selection. In this the individuals are adapted to the environment easily and they are more likely to survive in the organization.
Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12.
Fernández-Aráoz, C., Groysberg, B. and Nohria, N., 2009. The definitive guide to recruiting in good times and bad. Harvard Business Review, 87(5), pp.74-84.
Koo, M. and Skinner, H., 2005. Challenges of internet recruitment: a case study with disappointing results. Journal of Medical Internet Research, 7(1), p.e6.
Lavania, D., Sharma, H. and Gupta, N., 2011. Faculty recruitment and retention: A key for managing talent in higher education.
Lieb, R. and Bentz, B.A., 2005. The North American third party logistics industry in 2004: the provider CEO perspective. International Journal of Physical Distribution & Logistics Management, 35(8), pp.595-611.
Marsden, P.V., 2009. The hiring process recruitment methods. American Behavioral Scientist, 37(7), pp.979-991.
Newell, S., 2005. Recruitment and selection. Managing human resources: personnel management in transition, pp.115-147.
Piotrowski, C. and Armstrong, T., 2006. Current recruitment and selection practices: A national survey of Fortune 1000 firms. North American Journal of Psychology, 8(3), pp.489-496.
Piotrowski, C. and Armstrong, T., 2006. Current recruitment and selection practices: A national survey of Fortune 1000 firms. North American Journal of Psychology, 8(3), pp.489-496.
Williams, C.R., Labig, C.E. and Stone, T.H.,2008. Recruitment sources and positive outcomes for job applicants and new hires: A test of two hypotheses. Journal of Applied Psychology, 78(2), p.163.
Yakubovich, V. and Lup, D., 2006. Stages of the recruitment process and the referrer’s performance effect. Organization science, 17(6), pp.710-723.
Yeung, R., 2008. Successful interviewing and recruitment (Vol. 50). Kogan Page Publishers.

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