Steps Involved in Recruiting staff At New Office – Answered

Objective Of The Paper – Write a paper on the stps involved in recruiting staff for a new office.

You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 5-7 page research paper using APA style outlining the steps involved in recruiting the staff at the new office.

Grading Criteria:
1000 words
  1. The student researched the legal statues affecting the selection and hiring of employees.
  2. The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position.
  3. The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices.
  4. The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing.
  5. The student applied correct APA, style, usage, grammar, and punctuation.
  6. The student supported the research paper with at least four different scholarly sources such as research journals, research studies, government or accredited educational institutions websites.


The Recruitment Process


Recruitment is defined as the process of attracting, assessing, and picking a competentindividual to fill a given job position. The strategic level encompassesthe process of brand development, which involves the employee offering. The recruitment process consists of a number of stages including job analysis, job specification development, and candidate sourcing through networking, searching or advertising. Once a candidate has been matching to the job requirements, the screening and testing processesthen commences. This stage involves screening of the qualified candidates (Bizer, Heese, Mochol, Oldakowski, Tolksdorf& Eckstein, 2005). The organization’s managers, the human resource personnel, or recruitment specialists, internal or external, conduct the candidate screening process.

The basic steps that are involved in the recruitment process include:Forming a selection committee; Analyzing the position requirements; Advertising the position; Receive applications; Compile interview questions; Initial testing and evaluating the candidates; Behavioral based interview; Select successful candidate; Reference inspection; Placement confirmation; The post-offer acceptance; The onboarding process;Feedback and new hire scrutiny(Roberts, 1997).

The above listed processes are stages used to ensure that the recruitment process is conducted effectively. The roles played by these processes are highly dependent on the recruiting organization as each of them plays different roles in different organizations (Barron, Bishop & Dunkelberg, 1985). Nevertheless, the stages are used as universal recruitment basic guidelines in various organizations.

Pre recruitment considerations

Prior to beginning the recruitment process, those charged with governance should identify and assess the viability of the need to hire. They should also review the costs and liabilities associated with the hiring process, such as advertising fees, costs of accommodating the new staff, salaries, training costs, supervisory burden, and and determine how those additional liabilities will be covered(Barron, Bishop & Dunkelberg, 1985). In addition, the organization will be required to review statutory requirements before commencing the recruitment process. These requirements include documentation of employment contracts, health and safety training, insurance covers and employee’s retirement contributions. The final consideration will be assessing the workplace to ensure that it is conducive for the new employees.

Forming a Selection Committee

A selection committee is usually made of two to four members who are entrusted with the duty of selecting the most suitable candidate to fill the vacant position (Barron, Bishop & Dunkelberg, 1985). Members of the selection committee are chosen on basis of their independence, competence and professionalism to make non-biased judgment.It is recommended that both genders be represented in the selection committee. The selected committee members should not have partiality in favor of any candidate before the commencement of the selection process as this could damage the integrity of the process (Barron, Bishop & Dunkelberg, 1985).

Individuals to be selected to join the selection committee will be responsible for determining the most appropriate method of assessment, interviewing the candidates, selecting the best candidates, and ensuring that the integrity of the selection process is maintained (Bizer et al., 2005). They must therefore be well versed with the vacant position’s qualification requirements as well as equal employment opportunity principles. Once the selection team has been convened, there will be no change in its members except in case of a member wanting to leave due to illness or emergency reasons (Barron, Bishop & Dunkelberg, 1985).

Review Position Description

During this stage, the selection panel will review the job description for the available positions as well as prepare one for the positions that might not have one available. By so doing, the members of the selection committee will become conversant with the job’s duties and objectivesand they will also be able to review the selection criteria and employment conditions including pay, hours, and leave among others. Position descriptions should be availed to applicants to ensure that they are well informed about nature of the job being offered.

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