Recruitment and selection of staff is a sensitive part of an office that is carried out by the chief human resource officer. For the success of an organization, the officer should look for qualified staff that can help it attain its objectives. The staff selected should meet the standards that an office have for its employees. To ensure that this is reached, the office should follow some steps to come up with the best among the applicants. After which, the selected staff will be given orientation to make them familiar with the organizational activities. This essay will focus on the steps that the chief human resource officer can follow to recruit staff in a new office.

First, the officer should identify vacancies that the office has that can meet the office needs. The staff selected should be the one that matches the positions available in terms of professionalism and skills. This will help the organization to meet its objectives as the staff decided to have the relevant expertise that the organization needs.  In this step, the budget of responsibilities and supervisory roles are evaluated and determined for proper coordination. For a new organization opening its branch, the initial recruitment should not be entirely outsourced, but departmental heads should be selected to work as they have the experience needed to run a new office and other workers should be outsourced.

Secondly, the officer should develop a position description to determine interview questions, evaluations and reference check questions. In this step, the responsibilities and qualifications are articulated to attract the best candidates to apply for the job. Ones all these responsibilities are highlighted, the office should advertise the posts for applicants to send their applications. For advertisement purposes, the office will use social media sites such as Facebook and WhatsApp because they fast. The office will also use television, newspapers, and radios to ensure that the advertisement reaches as many people as possible.

Thirdly, there should be the development of a recruitment plan to ensure that everyone is equally represented in terms of gender and other consideration depending on the task of the office. The officer will consider posting periods and make an additional advertisement to ensure that all get the news of recruitment. To get the best staff, the office will look at sites like E Resume Banks where job seekers post their resumes for selection. Since the organization needs positions like assistant manager, assistant head of departments and casual workers, visiting E Resume Banks will help them get skilled workers while social media sites will help in getting semi-skilled workers.All stakeholders such as the manager, heads of departments and other skilled workers who can help in decision making should be involved in this process.

The fourth step involves the selection of the search committee for the evaluation of potential applicants. This is good to ensure that the best applicants are selected for an interview.The committee will be chosen within the organization and must represent a diverse cross-section of the staff. They must have gone through training in workshops that equip them with the skills required in the interview process. The period required for the recruitment is highlighted here to ensure that there is a limit in the selection period. It should be at most two months which is explicitly decided by the committee. The members should choose the head of the committee to coordinate the process and ensure that it runs smoothly. This requires their cooperation and teamwork which is guided by the chair.

After the description of the position, the committee should conduct a post position and implement a recruitment plan. This is to ensure that there is the accuracy of the job description and posting text as this impact applicant pool. The committee should engage in sourcing and outreach activities to identify talented applicants only. Continuous monitoring of recruitment activities is required for the effectiveness of the search. This is done by a review of the affirmative action statistics that gives the correct qualification of the staff.

In the sixth step, the committee reviews the applicants and develop a short list for successful applicants. The review process should be professional, and any form of biases should be avoided. Each committee member should provide their finding on the search activities about all the successful applicant. It is through these comments that the shortlist is made. The recommendation can be made to the short list to ensure that it is diverse in its scope. They should also discuss how to use various resources such as traveling expenses, costs to be used in the interview process and post review process to ensure that the process runs smoothly.

Once applicants are shortlisted, the manager interviews each applicant to select the ones that fit the organization. In the interview part, the manager should consider some procedures to make it successful. The committee should prepare for the interview to evaluate the skills and competencies of each shortlisted applicants. The date is set for this interview, and all the shortlisted applicants are informed accordingly. This is to give them time to prepare for the interview and plan for them to be present on time.  The interview can be divided into either virtual or panel depending on the cost available for the process. To cut the cost of traveling, the company will use virtual interviews that provide an alternative method to the in-person interview.

After a successful interview, the committee will meet to discuss the interviewees to decide on the ones that have passed the interview. This is done to evaluate the extent to which each interviewee met the selection criteria. The best candidates are chosen based on the qualification that is in line with the organizational missions. The selected employees are compared with the employees in the organization to ensure that their skill match work performance of the workers in the organization.

Lastly, the committee should finalize recruitment where the offer to the selected finalist is made. The duties and responsibilities are reviewed as well as the selection criteria to ensure that they accurately and adequately described and reflected in the job description and interview process. The officer should confirm and justify that all the applicants were treated uniformly and that the finances that were allocated to run the operation are properly used. After which, the officer initiates, negotiates, counter and finalize the offer. This is done to ensure that all the employees successfully selected are appropriately placed in their jobs. This process is completed bygiving employees the chance to negotiate with the company about the terms and conditions of the job. After agreements are reached, the offer letters are sent to various employees to note them on their acceptance to the company.

Conclusively, for successful recruitment of the staff, the organization must follow a specific procedure to ensure that the process is successful. This is to provide that the team selected, meet the organizational criteria and must be qualified with the relevant skill for the job. They must achieve the work performance, and the committee in charge of the process must conduct it without biases. As a result, all employees will work to ensure that the company’s objectives are met. The procedures should be keenly followed to ensure that the resources are used wisely and appropriately.

References

Dmitrieva, N. V., Zaitseva, N. A., Kulyamina, O. S., Larionova, A. A., &Surova, S. A. (2015). Scientific and theoretical aspects of the staff recruitment organization within the concept of” Talent Management.” Asian Social Science, 11(3).

Manetti, G., Bellucci, M., Como, E., & Bagnoli, L. (2015). Investing in volunteering: Measuring social returns of volunteer recruitment, training, and management. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 26(5).

Ahmed, R. (2015). Employee Recruitment and Selection Procedures of NGOs in Bangladesh: A Study on BRAC. Asian Business Review, 2(1).

Delgadová, E., Gullerová, M., &Ivanová, E. (2017). Recruitment and selection processes in Slovak enterprises and multinational corporations. International Journal of Organizational Leadership, 6(2).

Do you need high quality Custom Essay Writing Services?