RECRUITING AND SELECTING EMPLOYEES
Qn.1
Strategic human resource planning is a very vibrant element exploited for the purpose of strategizing the entire HR management and this will definitely aid in achieving the set missions and goals (Murphy, 2016). Basically, it would take several steps which include assessing the capacity of HR, forecasting, GAP analysis and lastly developing the strategies which should be well integrated with organizational support and future plans (Arthur, 2012). As soon as the strategic plan is set, organization has to align and project guidelines and practices that would bring success. Additionally, the workforce should also be assessed in terms of quality as per the need of the organization.
Qn.2
Free job-posting websites most definitely takes the giant hop forward by bringing job seekers close to realizing their dreams. With a simple click of the websites those who are looking for jobs would have a chance of applying for the jobs matching their dream jobs and skills as well (Murphy, 2016). This has lowered expense costs and brings more convenience since there would be no need to send those papers to HR anymore. Online interviewing is another milestone in HR which offers indispensable recruitment process. There is no need for face to face interview anymore when we have such and note that, this would bring advantageous to both sides. Applicant would not waste fare and time scheduling is affordable. Social networking such as LinkedIn, Facebook and twitter has made tremendous efforts to HR recruitment no doubt (Arthur, 2012). They have been wonderful platforms for connecting job seekers and employers as well.
Qn.3
Employers have to consider a number of factors before deciding who the qualified candidate is. The characteristics should be carefully assessed so as to identify those features to be looked into during the interview. Developing the right interview questions and this would be used to ascertain how the candidates would respond certain situation and the possible outcomes (Murphy, 2016). Another thing is for the organization to make plan prospective analyses and follow-up quiz which will lead to evaluating their response in regards to the anchored scales. It has been found that systematic analyzing of personal response to interview questions is very caring in a number of ways.
Reference
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Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York: American Management Association.
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Murphy, M. A. (2016). Hiring for attitude: A revolutionary approach to recruiting and selecting people with both tremendous skills and superb attitude.
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