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Assignment System Theory Recruitment and Selection by Internal and External

method

Table of Content

 One element of the organization that is affected by recruitment and selection.

 Internal factors effect recruitment
 External factor Recruitment
 Inputs, Output and Throughputs
 Feeback

Recruitment Process and Output in the company

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Section 1. Inter- Relatedness of organization Functions

a) Describe one element of the organization that is affected by recruitment and

selection. (For example, if you have a labour shortage you cannot satisfy customer
demands)

a) The elements “Human Resource” affect the recruitment and selection process.
Human Resource is the core factor of the selection process. To fill the vacancy, the
human resource is selected through the recruiting process. Core Competency of the
organization cannot be sustained if the quality of the recruitment and selection
process is poor. If we look at the labour shortage from an economic perspective, a
shortage dosen’t necessarily translate to lack of available workers although that is
how it usually framed. It can also mean there are workers who are voluntarily
remaining unemployed and/or there are available workers companies simply don’t
want to hire.

- As HR professionals continue to work toward dealing with the ongoing labor

shortage, there is desire for actionable tips than can point toward success.

Workforce Improve the

Offboarding is as Planning Candidate Pool
important ad
onboarding

Check Look Internally

refrences

Offering the Tips Modern

Recruiting Tools
best pay and
best benefits

Focus on candidates
Involve Current Experience
Employer
Employees
Branding

- Labour shortage is the situation when the company is forced to run the business with
the limited number of employees. During this situation if we outsource and hire

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- Employees from outside the organization, company may not get the idea of
employee. Eventually this will directly affected the process of recruitment within the
company and quality of work service will be decreased. To overcome with such kind
of situation being a HR we should be have contractor in tie up already whose
manpower we can use also the one who we provide training already.

b) Describe how an element of the organization affects recruitment and selection. (For
example, if you have a decrease of customer demands and sales, you may have to
reduce wages. This would likely make it harder to recruit employees.)

b) If the company is happened to reduce wages, an element within the organization that
affects recruitment and selection is division of labor. Each worker performs a specific duty in
order to complete the whole project. If one worker happened to not work efficiently due to
lack of compensation, this will affect the whole thing.

- Failure to attract talented candidates.

- Lack of understanding between the recruiters and hiring managers.

- Retaining Millennials in the workforce for a longer period of time.

- Inability in using data effectivity.

- Difficulty in balancing the speed of hire with quality of hire.

- Lack of efficiency during the recruitment process.

- Failure to provide superlative candidates experience.

In this situation Recruitment Method to reach Targeted employees as follows :-

 Employee Referrals will help us to source for job candidates is effective for four
major reasons.
- Current employees value their reputations, so they will refer individuals they believe
would make good employees. This is, in effect, a form of prescreening.
- Current employees are likely to provide those they refer with realistic information
about the job, so the prospective applicants will make more informed decisions about
whether the position is a good fit.
- Current employees are likely to help the person they referred master the new job
once he or she is hired.
- Referrals from current employees are an especially effective way to bring job
openings to the attention of people wo are not actively looking for a job, but do
possess desirable skills, work experience and a work ethic.
 College Recruiting: If we do the recruitment from campus this will helps us to meet
with the budget. As we can hire the fresher at low budget or we can train them. So
that we can meet the recruitment need of the company.

Section2. Internal Factors

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Address one of these internal factors in your organization. How does it affect
recruitment and selection? What is/are the (Current Workforce profile, Sales Numbers,
Future Outlook, Succession Plans, Turnover, Engagement, Budgets, Productivity,
quality, safety, and Production capabilities?

 Succession Planning is unique to each company, but there are some general
guidelines that we can follow to help the company create a successful succession
strategy.
- Identify the most important roles in the organization that would need to be filed
quickly if those employees exit the organization.
- Use the established criteria to assess candidates and to determine who has the
potential to grow into a leadership position.
- Establish a talent pool of workers who are qualified to eventually fill key roles in the
organization.
- Develop these employees through training and valuable work experience so they are
ready to take over leadership positions when the time comes.
 Succession planning template is good to prepare which can help offer the
guidance. Details as follows :
- A table of contents that can point readers to different sections of the
succession plan.
- An overview of the succession plan, what the organization wants to
achieve with the strategy and any details.
- Any leadership or non-leadership roles that are vital to the business
operations or have a large impact on the company.
- A list of roles that we can predict will be open within the next few years
due to retirement. If we are in industry or area with high completion,
consider potential losses from poaching.
- A list of all potential candidates that is fit for future leadership or high-
potential positions.
- Tanning programs and career development efforts to train high performing
workers.
- Any legal documents that need to be considered, including, contracts
partnerships and other agreements.

 Succession planning best practices to follows :-

- Identify qualified candidates within the organization who will be able to
take on more responsibilities in the future.
- Once you identify your top candidates, focus on developing their skills and
expertise through training.
- Get leadership engaged in developing future talent and supporting those
with high potential in the organization.
- Create a database of workers so staffing decisions can be made quickly
when key positions open.

Section 3. External FactorsAddress one of these factors in organization. How does it

affect recruitment and selection? Labour Market-Pay rates, unemployment/ Economy/
compensation/Globalization/ Technology/ Industry/ Legislation/ customer demands

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(seasonality, preferences) / Location of organization/ Societal changes and

demographics.

 Technology has impacted on the recruitment process. Recruitment is one of the

significant processes that take place in every business. It is well-known fact that
technology is going to enhance the quality of recruitment process and also take
the burden off your shoulder.
- Helps you seek talent: Some technologies which are affordable when it
comes to incorporate them in recruitment. It enables the business to
recruit many valuable people. The technology works very fast in selecting
people. There is an application tracking system that can manage all the
applications of candidates. This system also sorts the candidates. This
system also sorts the candidate in any desired order. The job opening
resume, skill level and a lot of other things can easily be seen through
application tracking system. Moreover, this application is also very
effective if we want to import the resumes of candidates from one
application to another. Tools which we can use for the recruitment Nakuri
GULF, Bayt, Times Jobs, Shine, Linkedin.
- Increases Productivity: Productivity of everything in the business
increases the economic growth. The technology provided automation due
to which the time required to complete all the tasks is reduced. The ability
of a business to retrieve and compile the date gets enhanced through
technology. Organizing the candidates’ deals with hands is very time-
consuming. Not to mention, technology saves the business from this
hassle.
- Online testing: Technology had made it easier for the companies to test
the skills and competency level of the individuals applying for a job. For
example in qatar the online visa application system is there its saved the
time of the company. Now they have launched the QVC system in the
countries. So, that the candidates can do the same in there respected
countries. Company can print the Visa. So, that candidate can come and
join the same.
- Company Becomes more strategic : Company need to do a smoother
recruitment process. The plan – making and management depend on
technology. Many metrics can be measured in the recruitment process. It
also saves from having to spend a lot of money and time in recruitment
and selection process.
- Video Interviewing save time: Vedio interviews are considered as the
best substitute for a traditional interviewing process. Reduces the need for
telephonic for face to face interview. Hr does not have to arrange many
meetings with candidates. The pre-recorded questions can be sent to
different stack holders that can conduct the interview even when the
recruiter is not around. The candidate also gets the flexibility to attend the
video interview ad and when he finds the time to be appropriate.

Section 4 Inputs, Outputs and Throughputs

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Name and input, throughput and output of the recruitment and selection process.
explain you answer. Example Input=applicants/ Throughput= selection process/
Output =new hire.

 Input = Applicants apply for the position online and take a short online personality
test.
 Throughput = Once they have passed the online application, they are called in to
take another, more detailed aptitude test. This is followed by an in- person
interview by managers in the unit.
 Output = After the applicant has been selected, they are called by a Human
Resource Manager and made an official offer.

Section 5. Feedback is a crucial component of system theory. What sort of feedback

do we need to gain from the internal and external environment to ensure the success
of our recruitment and selection methods? Furthermore how will you measure the
success of your recruitment and selection efforts?

 The feedback for the internal environment would be the monthly appraisal which
measures, quality, quantity and customer satisfaction. The external environmental
feedback would be how many new hires continue with the organization after the first
year, know they will most likely always work a 10-6 shift (depends as per the different
company standards)
 The best measurement of the recruiting and selection efforts is how many new hires
are still with the organization after a year has pass. I think if there were 40 employees
hired and 35 remain, that would be considered high successful.