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Recruitment And Selection Method Essay

4496 words - 18 pages

Recruitment Plan and Selection Method |
Course Project – Assignment 2 |
Qiana C. Weaver – HR 590 |

HR Receptionist Job Ad
Job Title: | Human Resource Receptionist |

Department: | Human Resource |
Location: | Orland Park, IL |
Description:
This position is responsible for performing human resource related duties at the administrative level, answering incoming calls and directing calls to appropriate associates.A teammate in this position must have the ability to: * Perform data entry of payroll including the handling of teammate inquiries regarding payroll, teammate time and attendance maintenance, and time off requests. * Scan and data entry of confidential file ...view middle of the document...

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Recruitment Plan and Selection Method (HR Receptionist)

CONTENTS 

Step 1: Identification of a Vacancy

Step 2: Review the need for the position and to fill the vacancy

Step 3: Determine the most effective recruitment strategy

Step 4: Prepare a Request to Recruit form

Step 5: Establish Selection Panel & determine selection methodology

Step 6: Receive and collate applications

Step 7: Commence selection by reviewing applications and determine a shortlist of candidates

Step 8: Assess short listed candidates

Step 9: Recommend Outcome

Step 10: Verbal offer of employment to preferred candidate and discuss employment terms and conditions

Step 11: Make written offer of employment to candidate

Step 12: Advise unsuccessful candidates

Step 13: Arrange appointment and commence induction process

Step 1: Identification of a Vacancy

The front office manager of the company has identified a vacancy for a new team member in reception. The position is for a Human Resource Receptionist as one of the full time staff members has handed in their resignation. 

Step 2: Review the need for the position and to fill the vacancy

As the position is a full time position it is important that it is filled. The company relies on receptionists for administrative task in the Human Resource Department and makes sure all clerical duties and organization of the department is taken care of. The Human Resource Department has numerous staff members, so it is important there is a receptionist available as the department is constantly busy. The department relies on 1 fulltime and 1 casual receptionist.

The need for the new full time receptionist is high and as front office manager, the budget needs to be reviewed before hiring a new staff member. If staffing costs are too close to the budget a part-time or casual may be required or if the staffing costs are well under budget the full time position can be filled. 

The current requirement for the position is needed and will be needed in the future as there may be long term staff members taking holidays, staff retiring or unexpected staff changes. The department has a relatively high hiring rate year round, this is good for the business it grows, the higher the revenue and there is a higher budget for staffing. This makes the company capable of top service with the optimum amount of staff at reception. 

Step 3: Determine the most effective recruitment strategy 

The front office manager will work together with the HR department to devise the best way of attracting the appropriate people for the position. Methods used to advertise and attract candidates include:

Internal advertising – advertising on the staff board and within the HR department. The position will be open to internal staff members wishing to be promoted or change departments
Recruitment agency – the position will be advertised with recruitment agencies such as Red Hot Recruitment, etc. 
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