I picked the process because it is clumsy in that every applicant has to be sent an email individually to inform them that their application is received. The stakeholders also have no easy access to the hiring process and thus have to check manually about the status of an individual candidate. The company’s hiring process is as follows:
The company first determines the positions that they need to fill and the entire job description of the position. The company then decides the competencies and skills to focus on for the new hire. The company also makes the necessary arrangements on when to advertise the position and the channels to be used. The hiring managers are also informed at this stage to prepare.
The applications are organized in the order in which they arrive. After collection, the applications are registered, and each applicant is informed that the letter and the necessary documents have been received.
The recruiting team divides the recruiting process into smaller steps whereby each phase eliminates the applicants who are less suited for the position based on the basic requirements. The company also informs the dismissed applicants of their status and gives them the reason for their disqualification.
The recruiting team then determines which candidates are eligible for attending an interview. The company prepares a list of the eligible candidates starting with the applicant who the team is most interested in meeting to the one who the team is less interested in meeting. The list is based on the companies set of requirements and the applicant’s skills and experience, as indicated in the resumes. The team then sets the number of applicants needed based on the available resources for interviewing and the members who fall below the limit are eliminated.
The shortlisted candidates are called for an interview where they undergo a series of interviews conducted by different people who award marks to every interviewee they question. The applicants who score the highest are selected for the next sessions while those who fail are given reports as to why they did not proceed.
6. Simulation of work exercise
The selected candidates are then provided with a simulated work exercise to determine whether they can manage the company expectations.
7. Job offer
The company then issues a job offer to the best candidate, and the recruitment process is closed.
Requirements that recruiting system should implement
A good hiring system should accommodate social media platforms such as Facebook and Linkedin for easy communication like in advertising the job position and communicating the end of the recruiting process or receiving applications for a specific position in the company (Brown & Vaughn, 2011).
Employee referral programs provide candidates who are more qualified and who are more likely to accept the job offer (Liu et al., 2016) Moreover, referred employees have a higher retention rate, which helps the company to reduce the number of candidates to be interviewed. An excellent recruiting system must, therefore, support an internal employee referral program and the program should be easy enough to allow the current employees to refer best-qualified candidates.
Since the human resources department already has records for current and previous employees, a good hiring system should be able to transfer the data quickly from the current system.
The new system must ensure that all stakeholders in the company who are concerned with the hiring process can access each candidate and view their status in the pipeline. Moreover, the system should automatically send messages to applicants immediately their applications are received.
The new hiring system must separate qualified applicants based on the basic qualifications needed for a job.
Brown, V. R., & Vaughn, E. D. (2011). The writing on the (Facebook) wall: The use of social networking sites in hiring decisions. Journal of Business and psychology, 26(2), 219.Liu, S., Liu, C., Stronge, J., & Xu, X. (2016). Teacher characteristics for success in the classroom: Chinese principals’ perceptions for hiring decisions. Asia Pacific Education Review, 17(1), 107-120.
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