Prepare the section of the business plan that provides job descriptions for management and staff.
Recruiting and Selecting Employees
“We recruit for attitude and train for skill.” – Atul Gawande
One of the key functions of Human Resource Management, and perhaps the function most frequently associated with HRM’s role in the organization, is the recruitment and selection of employees. HRM defines recruitment in chapter 4 as “a process that provides the organization with a pool of qualified job candidates from which to choose.” In chapter 5 the “selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening.”
The HR Council for the Nonprofit Sector provides this guidance on recruitment and selection processes:
Standard 2.2 – Recruitment is through an objective, consistent process. “The recruitment process is fair and objective so that candidates, whether internal or external, are being assessed using the same criteria. Recruitment will comply with human rights legislation.”
Standard 2.3 – Criteria used to select the appropriate individual are established and documented. “Treatment of information collected through the selection process conforms with privacy legislation. Interview questions comply with human rights legislation.”
These criteria are designed to ensure the recruitment and selection process is objective and consistent and that the skills, training and education of the candidate are well matched to the tasks that must be performed.
Readings:
1. Read chapters 4 & 5 in the text.
Also of Interest:
1. HR Management Standards. (n.d.) HR Council for the Nonprofit Sector.
2. Slezak, P. (n.d.). 5 reasons you need a recruitment and selection policy. Retrieved from http://recruitloop.com/blog/5-reasons-you-need-a-recruitment-and-selection-policy/
Assignment:
Discussion: Research “salary negotiation” on the Internet. What tips are provided for job seekers? List a minimum of 3 that you have tried or you believe will be helpful to you in a future job search. Do you think these same tips could apply to the HR professional? Why or why not?
