LO1. BE ABLE TO SUE RECRUITMENT, SELECTION, AND RETENTION PROCEDURES.
1.1 Prepare documentation to select and recruit a new members of staff.
(M1) According to Kat Kidian-Baumeyer, a professor that took Master of Science in Organisational Leadership and Management, there is a hiring process that every companies go through to ensure that they hire the right employees. The hiring process is the process where the human resource managers review applications, select the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks.
The first step, HR managers will take is to review the applications. Application review means reading each application that is received to determine whether the candidate possess the skills, education, job experiences and other qualifications required for the job position. The managers will then categorised those who will be interviewed and those who will be retained on file for a period of time. Testing candidates will be the second step and generally, involves testing candidates for job skills or knowledge to determine whether the candidate is qualified for the job position. Tests might include personality tests, skills tests and physical test. Once the HR managers choose who to send for testing, they will receive the results of the testing and will then narrow down the selection to few candidates. Interviews are managed and scheduled after the tests. An interview is the meeting between the job seeker and the employer to evaluate whether the candidate has the right qualifications for the job. Testing might already gave the HR managers a good idea of whether the candidates would be right for the job, face-to-face interview will tell him more about the candidate, lie personal hygiene, timeliness and manners. Once this step is done, the manager will then again narrow the pool of candidates down even more. A set of pre-determined criteria is developed and may include skills, knowledge, experience and education. The selected candidates are chosen due to the results of testing and interview. Choosing a candidate is done by comparing the candidate’s qualifications to a pre-determined list of qualifications or criteria necessary to perform the job. However, sometimes the candidate selection is done by one person only. Sometimes a committee pursues the applications and interview notes and then make up the decision. HR managers will carefully review their interview notes and test results for all of the candidates and make the final decision. Background checks and reference checks are necessary once the right candidate is chosen. Performing background checks generally involves checking a candidate’s credit score, criminal record, education record and military record. These checks are to verify that the candidate chosen is actually true and did not provide false information or lies about any of the information he included in his application. If it is proven that the information provided are false it generally grounds to rescind the job offer. Reference checks generally involve contacting references, who are usually professional acquaintance that the candidate worked for in the past. Reference checking is primarily used to verify the accuracy of information given by the job applicants through other selection processes, predicts the success of the job applicants by comparing their experience to the competencies required by the job and to uncover background information on applicants that may not have been identifies by other selection process.