CHAPTER 4

SELECTION - RECRUITMENT-

INDUCTION

 

A. RECRUITMENT

1. BEST PRACTICE IN THE RECRUITMENT PROCESS

• Manpower Planning
• Job analysis
• Job description
• Personnel specification 
• Identify vacancies
• Job advertisement
• Application form
• Short-listing
• Selection procedures
• Referencing
• Decision and notification

2. why it is important to have a successful induction process

• Help members of staff who are new or moving to contribute effectively as quickly as possible.
• For new staff, at the end of the probation period it must be decided whether employee must be retained or released.
• Organization to look closely at the new colleagues
• Adopt a methodogical approach focusing on the new skills an individual needs to learn
• Provide suitable training and identify future needs
• Cost involved
• Wider reputation of organization in the maket.

3. manager's main responsibilities in contributing to an effective induction process

• Welcome new members of staff
• Ensure that new members are aware of the terms and conditions
• Give a tour around the business unit
• Have a more formal welcome wither on one to one basis or with the team leader
• Either directly provide support or arrange for this to be done by the team leader
• Ensure that the progress is regularly checked and monitored with feedback been given.

4. features of an effective selection process

7 Point Plan

• Physical make-up
• Attainments
• General intelligence
• Special aptitudes
• Interests
• Dispositions
• Cisrumstances

5. responsibilities of manager (Specimen 3)

Completing the job application

• Sit down with team member to ensure he understands exactly the job he is applying for and whether it is the right role for him according to his skills, abilities and experience.
• Make sure he understands the job application
• Make sure he is aware of all the details for the job he is applying
• Must create a positive first impression with a tidy presentation
• Form must be filled out in a way relevant to the particular job.
• Discuss possible evidence that he should show with his application form.

Job interview

Make sure that he is aware that:

• The interview is just part of the selection process (group exercises, role plays)
• Discuss with him any questions he should need to ask at the interview.
• Organizations carry selection interviews on a professional basis (same questions been asked).
• Tell him the structure, before, after, how long it takes. 
• Maybe role play the interview scenario with him.

Return from the interview

• Sit down and discuss it (show genuine interest and get feedback from him)

Is unsuccessful then:

• See what can be learned from the feedback given
• Review what could have been done differently during the application process.
• See what he thinks he could have done better
• Try to ensure that his moral doesn't suffer which will affect his team.
• Encourage him to look to the future and confirm your ongoing support

6. Why induction training is important (may 98 , 2)

• The costs involved
• The costs of re-recruitment
• The reputation of the recruiting organization in the market place
• The reputation of the personnel function within the organization
• The quick assimilation of office disciplines (e.g fire drills, telephone answering, job routines)

7. what best practice induction is (may 98, 2)

• The duty of an employer to treat all staff fairly
• Legal considerations, e.g. Health and Safety Training
• Having a plan which both clarifies for the organization what needs to be done and for the inductee a structured plan is both visible, available and can be monitored.

 

• Reception of new employees
• Local layout of section or department
• Knowledge of own department
• Conditions of employment
• Education/Training/Promotion
• Health and Safety/First Aid
• Company Rules ad procedures
• Employee involvement and communication
• Knowledge of the company
• Welfare and employee benefits/facilities