Steps in the Recruitment Process (Coursework Sample)

Steps in the Recruitment Process
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Abstract
The research was to explore the concept of recruitment as used by organizations for strategic reasons. Most organizations are coming into reality with the role the employees play in improving their performance and increase a competitive edge. Taking the recruitment process seriously helps a business bring on board the most talented and skilled staff who will stir performance. The research, in particular, explored four specific steps used in recruiting employees. The steps include job analysis, sourcing, screening and selecting, and bringing on board the new staff. Even though the steps are a minimum criterion, other organizations choose to use their steps. A good example is Apple Inc. Even though the company follows seven steps in the recruitment process, it gives little attention to sourcing and onboarding. Based on the findings, the study made three specific recommendations to improve its recruitment process to sustain its competitive edge in the market. They include developing a sourcing strategy to use, identifying various advertisement channels, and developing a policy on how to introduce new staff to the new working environment.
Table of Contents
Abstract2
Introduction4
The four steps of recruiting new employees and their functions4
Step 1: Job analysis4
Step 2: Sourcing5
Step 3: Screening5
Step 4: Selecting and onboarding6
Recruitment process used by Apple Inc.6
Recommendations8
Summary/conclusion9
References10
Introduction
Recruitment is a critical strategy that organizations utilize to bring on board competitive and highly-skilled employees who will subscribe to the employer's values and work toward achieving the intended goals. The recruitment process does not just happen, or does it just get initiated. Most often, there should be a need to bring into a team new members. The objective is to fill any gap and increase productivity. However, not all employees will meet the context's needs (Grabara, Kot & Pigoń, 2016). The employers look for specific capabilities of employees and match them with the needs of a particular job. In that regard, most organizations have chosen to be strategic in recruitment to attract the most talented and skilled employees who deliver exemplary results in their positions. In response to that, they follow four specific steps in the recruitment process. The four main steps include job analysis, sourcing, screening, selecting, and bringing onboard new employees. Based on that, the purpose of this research will be to interrogate the four steps, identify their functions in human resource management and provide an example of a company that has an elaborate recruitment strategy. That is to identify if it follows the four steps of recruitment.
The four steps of recruiting new employees and their functions
Step 1: Job analysis
According to Rozario, Venkatraman & Abbas (2019), job analysis is the first step of recruitment after they need identification. The step is crucial as it will affect the other three steps and the overall process's outcome. Once a need is established, the specific attributes and requirements of the job are identified. That entails detailing a job description and job specification. The job description lists what should do in the job, while the job specification highlights the requirement to suit that position (Acikgoz, 2019). The step plays several functions in the recruitment process. Firstly, it plays the role of planning. An organization uses the step to outline what is required of the job, the responsibilities, skills, experience, and qualifications that support the job (Van Esch, Black & Ferolie, 2019). It also helps determine when to assume the role, the terms of employment, whether temporary or permanent, and the special conditions related to a job. Also, the step helps identify the type of recruitment to use. It could be internal or external recruitment. In that regard, the step addresses strategic needs in the recruitment process.
Step 2: Sourcing
As Kanagavalli, Seethalakshmi & Sowdamini (2019) describes, the sourcing step entails identifying a strategy to attract and identify suitable candidates. It also entails making a strategic decision whether to recruit internally or externally. An internal process happens when a company has talent from its current employees (Acikgoz, 2019). The internal advertisement and recruitment will take place after considering several factors: cost, time, skills availability, and legal requirements. On one end, external recruitment entails making an external advertisement to allow potential employees in the job market to compete (Van Esch et al., 2019). Sourcing plays a very critical function in an organization. It is a framework through which an organization should recruit the most suitable member of staff. Further, it will help determine the media to use in advertising, including social media, professional publications, job centers, and recruitment agents.
Step 3: Screening of the employees
According to Vipin and Pankaj (2017), screening is the process of assessing and evaluating the suitability of the applicants in filling the job vacancy. The screening process happens under set criteria that incorporate skills, qualification, knowledge, education, aptitude, and knowledge. The screening process entails referring to the resumes submitted by the applicants. That gives an overview of the capability of an employee. Other strategies used in screening entail interviewing and doing behavioral testing (Yashar & Mohammed, 2018). Overall, the step of recruitment plays the function of identifying and applying different strategies to appraise the best candidate from the potential candidates.
Step 4: Selecting and bringing onboard a new employee
Once a suitable candidate to fill a particular position is identified, the process that follows is induction, where a candidate is taken through the company's specific procedures. In general, the process plays the function of familiarizing someone with a new environment (Vipin & Pankaj, 2017). The best candidate is introduced to other employees, company values, rules and regulations, and other special declarations that one must abide by as a staff member. In that regard, the onboarding process supports an employee to adapt and starting her new responsibilities the earliest and even learn the new processes quickly.
Recruitment process used by Apple Inc.
Apple is one of the leading global telecommunication companies. It manufactures iPhones, laptops, iPods, TVs, and other communication devices. The combination of hardware, software, and other services, provides a seamless experience for the customers. Its global brand strength is attributed to its quality, marketing processes, relationship with communities, and management of its diverse workforce (Okeke, 2020). To sustain its edge in the global market, the company notices that the staff plays a vital role. In response to that, they have developed a comprehensive guide to help the human resource function play a strategic role of recruiting the most talented and competitive staff.
Apple's recruitment guide follows 7 main steps, which include pre-recruitment, candidate screening, hiring event, interviewing, second interviewing, third interviewing, and background check. Based on Apple's steps as the minimum criteria of recruiting new staff, undoubtedly, it utilizes and exceeds the four steps of recruitment, including job analysis, sourcing, screening and selecting, and onboarding. Apple's first step of pre-recruitment is equivalent to the job analysis (Okeke, 2020). At this step, the company does a comprehensive analysis of a job vacancy, its needs, and the qualifications a right candidate should possess. Also, the company at this stage develops a detailed job description which it circulates with its advertisement.
In the second step, the potential candidates are screened to ensure they suit the job position to be filled (Chungyalpa & Wand, 2016). Once the application deadline lapses, the company gathers all applications and conducts an extensive screening based on criteria to determine if they suit a job advertisement qualification. The exercise happens between 2 and 4 weeks. That depends on the seniority of the job position to fill and the urgency to fill the vacant position. Once the screening process is completed, successful candidates receive a phone call inviting them to attend a hiring event. During the hiring event, the company recruiters interact with the potential employees to determine if they have the required personality and traits to succeed in the company. In the same event, the potential employees also have the opportunity to interact with senior staff and know each other. They are also part of the team that will interview them (Okeke, 2020). Once the event concludes, the company lists the candidates to proceed to the next level. The next steps involve interview 1, interview 2, and interview 3. Each of the interviews serves a specific function. However, the ultimate goal is to know the candidate better and her suitability to fill the role advertised. Finally, after the best candidate is identified following the interviewing, a background check is conducted to get information that may not have exposed during the recruitment process (Wiersma, 2016). After concluding a background check is completed, a comprehensive induction process follows. That is to ensure the employed is helped adapt to the new environment.
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