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The Hiring Process MGMT Week 4 IP
The Hiring Process MGMT Week 4 IP
The Hiring Process MGMT Week 4 IP
Process
Employee Recruitment and Selection
Natasha Rumph
The Hiring Process
Produce
Produce aa Decide
Decide on
on the
the Conduct
Conduct
comprehensive
comprehensive amount
amount ofof time
time interviews
interviews for
for all
all
job
job description
description the
the interview
interview will
will potential
potential
including
including job
job title
title take
take candidates
candidates
and
and objectives
objectives
Make
Make the
the position
position
open
open for
for internal
internal Choose
Choose a a location
location Thin
Thin down
down the
the
applicants
applicants and
and and
and set
set up
up applicant
applicant pool
pool to
to
then
then external
external interview
interview times
times 2-3
2-3 applicants
applicants
applicants
applicants
Choose
Choose what
what Set
Set a
a target
target date
date
Conduct
Conduct Pre-
Pre- Check
Check applicants
applicants
applicants
applicants will
will be
be for
for the
the new
new hire
hire
employment
employment Tests
Tests References
References
interviewed
interviewed to
to begin
begin work
work
Decide
Decide who
who will
will Conduct
Conduct Post
Post offer
offer Choose
Choose the
the
Create
Create interview
interview be
be conducting
conducting the
the Tests
Tests on
on applicant
applicant to
to be
be
questions
questions interview
interview applicants
applicants hired
hired
Objectives & Position
Title
A complete job description should be created by the
company before starting the hiring process for a new
position.
While creating job description, the recruiting company
needs to decide the job requirements such as educational
level and experience required to qualify for the job.
Any/all physical requisites and/or certificates are needed
to be clearly expressed.
The title of the job will be designed considering the
parameters of job responsibility.
(Phillips, J., & Gully, S. M. (2012)
Recruiting Resources
When the job description is created, the
position should be first offered to the internal
employees, giving them the chance to apply for
the job.
After giving internal employees a chance, the
position should be advertised publicly by using
internet resources which includes social media,
online job posting sites and online ads. The job
requirement should also be advertised in
newspapers, magazines, classified papers, etc.
(Phillips, J., & Gully, S. M.(2012)
Pre-employment Tests