Human resource Essay Example | Topics and Well Written Essays - 2000 words

Human resource - Essay Example Introduction Like it or not, the majority of people in the workforce have all gone through the hiring process at some time in their lives. In fact, we go through the HR selection process at an organization every time we apply for a job and are fortunate to meet the selection criteria. However, this is only the beginning of the process as we find that there is still a long road ahead before we can be offered the job. The typical selection process can involve oral and written tests, psychological tests, a series of Interviews and even job simulation scenarios that test the ability of candidates in various ways before the final selection is made and the jobs are offered to the qualifying candidates. The HR Selection Process Unless you are fortunate enough to be the owner’s son or daughter or be related to the top management in a firm, you are likely to go through the same HR selection process as everyone else who applies for a job in that organization. The HR department is entrus ted with filling available positions in an organization with the staff needed to run them. The HR hiring plan is created as an outcome of a management review meeting in the beginning of the year, at which time performance is reviewed and growth plans are decided for the year, to accomplish which additional staff is required. Once the overall and departmental requirements have been budgeted, it is up to the Departmental Heads to liaise with the HR Department to decide the timing of hiring of staff. A hiring requisition is filled with the details desired for candidate profile, qualifications, job responsibilities, reporting line etc. After this HR can post the advertisement in the newspaper, magazines or online to get job applications. In case of high profile jobs requiring secrecy and confidentiality, recruitment agencies or headhunters can be employed. In the HR selection process they have to first weed out the candidates that meet the initial criteria in terms of profile, experienc e etc. Then they have to line up the selected candidates in terms of most promising and proceed to coordinate with the candidates and the departments concerned for initial tests, preliminary and in depth interviews, and whatever else they have developed in order to screen out the best candidates from the rest of the lot. In the case of hiring candidates as Management Trainees, often a one day Evaluation Session is conducted at an Assessment Center in which the candidates are made to take part in business games, job simulation scenarios and other decision making processes that tell about how the candidate is likely to react and whether he would make the right decisions under pressure. Sometimes candidates can be invited to spend a day with the department in which they can observe how things are done and how decisions are made. For the candidates that make it through, final interviews are conducted with top management after which a job offer can be made to selected candidates (Werther & Davis, 2005, p228). Importance of the Interview The interview is perhaps the most important part of the overall process of getting hired. That said, every part of the process is important. One has to get through the selection criteria and pass the written IQ tests that are normally conducted for job applicants. There may be a preliminary interview with HR or the Department Head, in which the profile and qualifications of the candidate are