Effective Talent Acquisition E Recruitment -Myassignmenthelp.Com

Question: Discuss About The Effective Talent Acquisition E Recruitment? Answer: Introduction The different selection processes employed by the HLL company and to summarize the same, there are 3 main stages of the selection process: Screening of the application forms. The selected candidates are then called for a short interview. Often second interview is also conducted for the final consideration of selection or rejection. The final stage involves 2 different stages of group discussion The 2 stages of group discussion includes- the first group discussion is held on like educational, social, political and economic subjects; the second group discussion is based on a given case study (Hindustan Unilever Limited website 2018). After the successful completion of the group discussion, a final personal interview round is conducted by a board. On completion of the interviews, a final consensus is reached between the board members and based on the consensus candidates are chosen accordingly (Hindustan Unilever Limited website 2018). The selection process employed by the company however lack the testing of the candidates based on the analytical capabilities. Thus, to integrate analytical aspect in to the selection process, the company should adopt employment test. This employment test will measure a particular candidates: general knowledge, written skill, verbal skill, computational ability, analytical ability. A score of 65 percent can be considered as a passing criteria (Lodato, Highhouse and Brooks 2011). Screening of application forms is a vital stage of selection and recruitment process. In this stage, the Human resource department compares the applications with the set of requirements set by the company. Applicants that qualifies the recommended requirements are then selected and further called for the next stages of selection processes. Prior to the screening process of the application forms, a search committee determines the criteria based upon which advertisement and subsequent screening of application forms are done. The desired qualification of the vacant posts are announced and advertised, based upon the requirements of the posts application forms are screened (slund and Skans 2012). At the time of screening, certain factors are considered which are as follows: Previous experience- this is the most important criteria of screening because relevant experience with respect to the job offered is the first and the foremost priority of companies that want to hire experienced employees. Educational requirements- Educationally sound and skilled employees are the potential workhorse of any company. Thus, educational qualification which adhere to the requirements of a job is also important. Equivalencies- other than the educational credentials, employers also look for candidates that knowledge and skill in other technical fields. If a candidate is found to possess diploma in a certain subject, then it acts as an added advantage for the candidate as well as the company (Brannon and Leuzinger 2014). Interviews conducted in order to screen the candidates and to further decide whether detailed interview will be required or not is called preliminary interview. The applicants are provided with the freedom to choose whether the job will suit them or not. Preliminary interview also provides a chance for the interviewers to gather fundamental information of the candidate regarding the qualification, skills, life goals which will eventually benefit the company. The other relevant information asked from the applicant are the choice, interests, aptitude, pay expectation. The preliminary interview stage is a stage where the applicants can be rejected and selected. Whereas, the final decision of selecting the candidate is not made at this stage. This stage is also termed as a filtering stage that filters the best and the suitable candidates which will be further analyzed and tested when they will move through the other stages of selection procedure (Gioaba and Krings 2017). In order to asse ss the candidates certain questions are asked which are as follows: Why do you chose to work for this company? What position you are seeking in this company? Why are you seeking for new job? What interested you to work for this company? What kind of work have you done before? Tell us something about yourself. What are your weaknesses and strengths? How your strengths can be beneficial to the company? (Gioaba and Krings 2017) The size of the groups for final selection depends upon several criteria. First of all for every single vacant post hundreds and thousands of applicants apply for job. In order to assess each and every applicant, the screening process plays an important role which filters out the unsuitable candidates. The shortlisted candidates then called for the preliminary interview. This stage of preliminary interview also acts as a filtering process which again selects and shortlists candidates based upon their performance (Tyagi 2012). There are several other stages that go in between before the final selections of the candidates are made. The final selection involves a thorough analysis of all the shortlisted that are found to be eligible for the vacant post. Whereas, the main question that comes out is what must the minimum size of the candidates that must include the final selection. Just for one vacant position, the company cannot risk inducting 20 new employees. This will create an imbala nce in the company. Thus, there has to be a final selected group which will consist 6 to 10 employees for a single post. The final selection of 6 to 10 employees for a single vacant post is considered to be optimal because it is obvious that few candidates even after the final selection might leave the company without prior notice. Thus, to avert such situations it is always beneficial to select an optimal number of candidates (Food and Agriculture Organization 2018). A case was distributed among the candidates prior to the final selection because sometimes hypothetical and practical case studies require time to analyze and interpret. According to the, case study the cases were provided to the candidates before they were to proceed to the next phase of group discussion. The first group discussion was based on the lighter subjects like economics, sociology, politics and education related. Thus, such topics do not require prior understanding and analysis. These are general topic that an educated person with sound intellect will be able to comment and share his or her views. Whereas, the critical case studies be it hypothetical or practical requires thorough understanding and analysis. A candidate will be able to solve questions based on case studies only after the case study is read carefully with the vital points kept in mind. Case studies come with data and the interpretation of the data varies from one person to another, which again requires time (Houghton, Casey and Shaw 2013). Thus, the cases were provided to the candidates before the second stage of group discussion is to provide ample time to compose the ideas and thoughts about the case. The information based upon which the personal interview are conducted, are actually the information provided by the candidate in his or her resume or bio data. The information which are provided include the candidates past attitudes and performance, expectations and educational qualifications. It is mandatory for job seekers to mention in his/her resume the previous job experiences, job role. The educational qualification of an applicant comes next and is considered important in terms of the knowledge he or she possess. The personal interview is the final round which has the sole objective of assessing the candidate finally for his final selection. Thus, the questions come basically from the information provided by him in his resume (Weber and Silverman 2012). Reference slund, O. and Skans, O.N., 2012. Do anonymous job application procedures level the playing field?. ILR Review, 65(1), pp.82-107. Brannon, S. and Leuzinger, J., 2014. Keeping Human Resources Happy: Improve hiring processes through use of rubrics. Library Leadership Management, 29(1). Catherine Houghton, R.G.N., Dympna Casey, R.G.N. and David Shaw PhD, C., 2013. Rigour in qualitative case-study research. Nurse Researcher (through 2013), 20(4), p.12. Food and Agriculture Organization, 2018. SELECTING TRAINEES. [online] Fao.org. Available at: https://www.fao.org/docrep/004/AB497E/ab497e04.htm#bm4.2 [Accessed 21 Feb. 2018]. Gioaba, I. and Krings, F., 2017. Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?. Frontiers in psychology, 8, p.770. Hindustan Unilever Limited website, 2018. HUL recruitment disclaimer and notification. [online] Hindustan Unilever Limited website. Available at: https://www.hul.co.in/careers/recruitment-disclaimer/ [Accessed 21 Feb. 2018]. Lodato, M.A., Highhouse, S. and Brooks, M.E., 2011. Predicting professional preferences for intuition-based hiring. Journal of Managerial Psychology, 26(5), pp.352-365. Tyagi, A.A.S.T.H.A., 2012. Effective talent acquisition through E-recruitment: A study. International Journal of Multidisciplinary Management Studies, 1,(2), pp.148-156. Weber, L. and Silverman, R.E., 2012. Your resume vs. oblivion. The Wall Street Journal, 24.