Basics Of Recruitment, selection, induction, training & development
Recruitment (hiring) refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector EMPLOYMENT agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.
Internal recruitment (not to be confused with internal recruiters) refers to the process of a candidate being selected from the existing workforce to take up a new job in the same organization, perhaps as a promotion, or to provide career development opportunity, or to meet a specific or urgent organizational need. Advantages include the organization’s familiarity with the employee and their competencies insofar as they are revealed in their current job, and their willingness to trust said employee. It can be quicker and have a lower cost to hire someone internally.
An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and in some organizations if the suggested candidate is hired, the employee receives a cash bonus.
Niche firms tend to focus on building ongoing relationships with their candidates, as the same candidates may be placed many times throughout their careers. Online Resources have developed to help find niche recruiters. Niche firms also develop knowledge on specific employment trends within their Industry of focus (e.g., the energy industry) and are able to identify demographic shifts such as aging and its impact on the industry.
Social recruiting is the use of Social Media for recruiting including sites like Facebook and Twitter or career-oriented social networking sites such as LinkedIn and XING. It is a rapidly growing sourcing technique, especially with middle-aged people. On Google+, the fastest-growing age group is 45–54. On Twitter, the expanding generation is people from ages 55–64.
Selection
Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. In others words, selection can also be explained as the process of interviewing the candidates and evaluating their qualities, which are required for a specific job and then choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives.
Induction
Orientation is the final step in the recruitment process. New members are welcomed to the organisation and given details about their position. Introduce daily operations and key people in the workplace.
Having a well planned induction and orientation process can help make new volunteers feel more welcome and less stressed when they start their role.
Include time where you can go through the details of their role and provide a copy of their job description – including responsibilities, hours and expectations.
Other things to include are:
- Familiarise volunteers with facilities, equipment and resources.
- Go through open and close times.
- Explain emergency and evacuation procedures.
- Provide copies of current newsletters, annual reports or Marketing material.
- Provide a copy of your Volunteer rights and responsibilities.
- Give an introduction to the organization.
Training and development is vital part of the Human resource development. It is assuming ever important role in wake of the advancement of technology which has resulted in ever increasing competition, rise in customer’s expectation of quality and service and a subsequent need to lower costs. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the employers.
Noted management author Peter Drucker said that the fastest growing industry would be training and development as a result of replacement of industrial workers with knowledge workers. In United States, for example, according to one estimate technology is de-skilling 75 % of the Population. This is true for the developing nations and for those who are on the threshold of development. In Japan for example, with increasing number of Women joining traditionally male jobs, training is required not only to impart necessary job skills but also for preparing them for the physically demanding jobs. They are trained in everything from sexual harassment policies to the necessary job skills.
Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organisation apart from just Money. We also require training update employees of the market trends, the change in the employment policies and other things.
following are the two biggest factors that contribute to the increased need to training and development in organisations:
Change: The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.
Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enrol himself / herself in a course on ‘self awareness’, which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.,
Recruitment, selection, induction, and training & development are all important parts of the employee life cycle. By getting these processes right, companies can attract and retain top talent, improve employee performance, and boost their bottom line.
Recruitment
The recruitment process begins with identifying the need for a new employee. This may be due to expansion, turnover, or a new project. Once the need has been identified, the next step is to create a job description. The job description should include the position title, duties and responsibilities, qualifications, and salary range.
The next step is to find candidates. This can be done through a variety of methods, such as online job boards, social media, and employee referrals. Once a pool of candidates has been identified, the next step is to screen them. This may involve reviewing resumes, conducting phone interviews, or administering online assessments.
The final step in the recruitment process is to select the best candidate for the job. This is usually done through a face-to-face interview. The interview should be used to assess the candidate’s skills, experience, and fit for the company culture.
Selection
The selection process is the process of choosing the best candidate for the job. This is usually done through a series of interviews, assessments, and reference checks. The goal of the selection process is to find the candidate who is the best fit for the job and the company.
There are a number of different methods that can be used to select employees. Some common methods include:
- Interviews: Interviews are a common way to assess candidates’ skills, experience, and fit for the company culture. Interviews can be conducted in person, over the phone, or via video chat.
- Assessments: Assessments are used to measure candidates’ skills, knowledge, and abilities. There are a variety of different types of assessments, such as Aptitude tests, Personality tests, and work samples.
- Reference checks: Reference checks are used to verify candidates’ work history and to get feedback on their skills and abilities. Reference checks are usually conducted by phone or email.
The selection process should be fair and objective. All candidates should be given the same opportunity to demonstrate their skills and abilities. The selection process should also be legally compliant. Employers must avoid discrimination in the hiring process.
Induction
Induction is the process of introducing new employees to the company and their new role. The goal of induction is to help new employees feel welcome and to provide them with the information they need to be successful in their new role.
Induction typically includes a number of different activities, such as:
- Orientation: Orientation is a formal program that provides new employees with an overview of the company, its products or Services, and its culture.
- On-the-job training: On-the-job training is a hands-on approach to Learning that allows new employees to learn the skills they need to do their job.
- Mentoring: Mentoring is a relationship between a more experienced employee (the mentor) and a less experienced employee (the mentee). Mentors can provide mentees with guidance, support, and advice.
Induction is an important part of the employee life cycle. By providing new employees with the information and support they need, companies can help them to be successful in their new role.
Training & Development
Training & development is the process of helping employees to learn new skills and knowledge. The goal of training & development is to improve employee performance and to help employees to meet the changing needs of the business.
There are a number of different methods that can be used to train employees. Some common methods include:
- On-the-job training: On-the-job training is a hands-on approach to learning that allows employees to learn the skills they need to do their job.
- Off-the-job training: Off-the-job training is training that takes place outside of the workplace. Off-the-job training can include classroom training, workshops, and seminars.
- E-learning: E-learning is a type of training that is delivered online. E-learning can be a cost-effective and convenient way to train employees.
Training & development is an important part of the employee life cycle. By providing employees with the opportunity to learn new skills and knowledge, companies can help them to be successful in their careers.
By getting recruitment, selection, induction, and training & development right, companies can attract and retain top talent, improve employee performance, and boost their bottom line.
Recruitment
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What is recruitment?
Recruitment is the process of finding and hiring the best people for a job. It involves identifying the needs of the organization, developing a job description and person specification, sourcing candidates, shortlisting candidates, interviewing candidates, and making a hiring decision. -
What are the different types of recruitment?
There are two main types of recruitment: internal recruitment and external recruitment. Internal recruitment involves hiring people who are already employed by the organization. External recruitment involves hiring people who are not currently employed by the organization. -
What are the steps in the recruitment process?
The steps in the recruitment process are: -
Identifying the needs of the organization
- Developing a job description and person specification
- Sourcing candidates
- Shortlisting candidates
- Interviewing candidates
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Making a hiring decision
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What are the challenges of recruitment?
The challenges of recruitment include: -
Finding the right people
- Attracting the right people
- Screening the right people
- Interviewing the right people
- Making the right hiring decision
Selection
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What is selection?
Selection is the process of choosing the best candidate for a job. It involves assessing the candidates against the job requirements and making a hiring decision. -
What are the different types of selection?
There are two main types of selection: traditional selection and competency-based selection. Traditional selection involves using methods such as interviews, tests, and references to assess candidates. Competency-based selection involves using methods such as interviews, simulations, and work samples to assess candidates’ competencies. -
What are the steps in the selection process?
The steps in the selection process are: -
Screening the candidates
- Interviewing the candidates
- Assessing the candidates
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Making a hiring decision
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What are the challenges of selection?
The challenges of selection include: -
Making the right hiring decision
- Avoiding discrimination
- Ensuring fairness
- Ensuring compliance with regulations
Induction
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What is induction?
Induction is the process of introducing new employees to the organization and their new role. It involves providing them with information about the organization, their role, and their responsibilities. -
What are the benefits of induction?
The benefits of induction include: -
Reducing employee turnover
- Increasing employee productivity
- Improving employee morale
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Ensuring compliance with regulations
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What are the steps in the induction process?
The steps in the induction process are: -
Welcoming the new employee
- Providing information about the organization
- Providing information about the role
- Providing information about the responsibilities
- Answering any questions
- Providing support
Training and development
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What is training and development?
Training and development is the process of helping employees to learn new skills and knowledge. It can be used to improve employee performance, develop new skills, and prepare employees for future roles. -
What are the different types of training and development?
There are two main types of training and development: formal training and informal training. Formal training is training that is provided by the organization. Informal training is training that is provided by the employee themselves. -
What are the benefits of training and development?
The benefits of training and development include: -
Improving employee performance
- Developing new skills
- Preparing employees for future roles
- Increasing employee satisfaction
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Reducing employee turnover
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What are the challenges of training and development?
The challenges of training and development include: -
Identifying the need for training
- Providing the right training
- Measuring the effectiveness of training
- Ensuring that employees are motivated to learn
Question 1
Which of the following is not a step in the recruitment process?
(a) Screening resumes
(b) Interviewing candidates
(c) Making a job offer
(d) Hiring the candidate
Answer
(d) Hiring the candidate is not a step in the recruitment process. The recruitment process ends with making a job offer to the best candidate. The hiring process begins after the job offer is accepted.
Question 2
Which of the following is not a type of interview?
(a) Structured interview
(b) Unstructured interview
(c) Behavioral interview
(d) Panel interview
Answer
(a) A structured interview is not a type of interview. A structured interview is a type of interview that uses a set of predetermined questions to assess the candidate’s qualifications.
Question 3
Which of the following is not a type of test?
(a) Cognitive ability test
(b) Personality test
(c) Aptitude test
(d) Drug test
Answer
(c) An aptitude test is not a type of test. An aptitude test is a test that measures a person’s ability to learn a new skill.
Question 4
Which of the following is not a type of assessment center?
(a) In-basket exercise
(b) Leaderless group discussion
(c) Role-play exercise
(d) Work sample exercise
Answer
(a) An in-basket exercise is not a type of assessment center. An in-basket exercise is a simulation of a manager’s job that requires the candidate to make decisions and take action.
Question 5
Which of the following is not a type of induction program?
(a) Orientation program
(b) Onboarding program
(c) Training program
(d) Development program
Answer
(c) A training program is not a type of induction program. A training program is a program that provides employees with the skills and knowledge they need to do their jobs.
Question 6
Which of the following is not a type of training?
(a) On-the-job training
(b) Off-the-job training
(c) Formal training
(d) Informal training
Answer
(c) Formal training is not a type of training. Formal training is a type of training that is provided in a structured setting, such as a classroom or a training center.
Question 7
Which of the following is not a type of development?
(a) Career development
(b) Professional development
(c) Personal development
(d) Organizational development
Answer
(d) Organizational development is not a type of development. Organizational development is a process that helps organizations improve their effectiveness.
Question 8
Which of the following is not a goal of training?
(a) To improve employee performance
(b) To increase employee satisfaction
(c) To reduce employee turnover
(d) To increase employee engagement
Answer
(b) To increase employee satisfaction is not a goal of training. The goal of training is to improve employee performance. Employee satisfaction is a result of effective training, but it is not a goal of training.
Question 9
Which of the following is not a goal of development?
(a) To help employees achieve their career goals
(b) To help employees develop new skills
(c) To help employees advance in their careers
(d) To help employees become more effective employees
Answer
(d) To help employees become more effective employees is not a goal of development. The goal of development is to help employees achieve their career goals. Helping employees become more effective employees is a result of effective development, but it is not a goal of development.