International Recruitment and Selection Policies †MyAssignmenthelp

Question: Discuss about the International Recruitment and Selection Policies. Answer: Introduction: Recruitment is a crucial process of an organization for hiring and retaining the best qualified individual from within or outside the firm. The potential candidate is to be attracted and retained in the firm for a job opening in a more cost-effective and timely manner (Mahmood, 2015). The recruitment process includes various steps for analyzing the job requirements and retaining the employees at the job. The process also includes screening and integrating the applicants before hiring the new employee into the firm. Recruitment of a star in RSH requires a candidate, who are team-oriented, first rate analysts and perfectly fit within the company and its organizational culture (Groysberg, Balog Haimson, 2007). The organizational ex senior analyst, Peter Thompson is resigning the position after receiving better offer from one of RSHs competitors. The HR, Stephen Connor has a very short time frame to find a major replacement for its upcoming Power Chip deal. The senior position of the analyst is a very important position and should be filled by a suitable and perfect replacement of the star analyst, Peter Thompsons. The required factor for the potential candidate acquiring the post of analyst and become a star analyst is very high. The individual must possess effective analytical and communication skills. With adequate knowledge about the industry, the potential candidate should also be willing to work in team (Chang Chin, 2018). He or she should have ability to build cordial relation with traders, sales forces and guides the junior analysts. The star analyst is required to have proper knowledge about the industry and have access to the top-level management in the companies. The main objective is to observe and analyze the HR practices so that the organizational performance of a firm can improve. It focuses on the dynamics of hiring, attracting, negotiating, compensating and leveraging a star performer in the established firm. The practices of the HR include recruitment, interview process, joining formalities, resource allocation, salaries and company policies. This leads to creating a roadmap that is based on the observation of the recruitment process. It is important for an organization to hire such candidates having adequate skills and knowledge that identifies the core competencies. This includes effective abilities, skills and knowledge (Schenk, 2017). Effective recruitment and selection is highly significant for the success of the firms. Employees are considered to be the asset of the organization and effective hiring process reduces the employees turnover rate. The process leads to match the right individual with the right job skills. Background checks and interviews ensure that they employ candidates that are highly reliable. They also provide highly effective quality services to its customers. The screening and interview process of the organization facilitates in creating a vital opportunity the individuals offer their organization. It is important for the firm to screen heavily either by enlisting the mangers they trust or own judgment. It is important to know for the candidates the job role and tasks to be performed efficiently (Waxin et al., 2018). If the recruited individuals are not tested efficiently, it further leads the organization to deal with confusion turnover and disgruntled employees. While selecting the potential individual it is important for the firm to choose such star analyst that fits perfectly to their role. The candidates are required to produce higher quality and productivity in the organization product and services. With proper planning and effective volunteer help, the boards can effectively select a star analyst without the help of any headhunter services. Major task includes identifying candidates, determining qualifications, screening resumes, interviewing candidates on sites. Conducting management assessments, background checks before making the important offer is highly significant for the firm (Ganapathy Ashokkumar, 2017). As per the case study, the job profile is a semi-conductor analyst that would be in charge of covering majority and largest semi-conductor companies. The most important and superior coverage of the Powerchip is required. The probable candidates for the hiring process include David Hughes, Seth Horkum, Gerald Baum, Sonia Meetha and Rina Shea. The most suitable candidates among them includes Sonia Meetha, Seth Horkum and David Hughes. Sonia Meetha works at Welsh, Harrison and Smith is the junior analyst of the firm. She has a strong command over the industry and looks promising. She has both sales and technical background and is greatly responsive to her existing clients. She is also dedicated towards her work and is an excellent writer. More emphasis is led on the organizational culture, which is a key feature of RSH. Though there is major threat that Sonia would be able to succeed at larger organization like RSH by doing only two global projects. Moreover, she also stays quite far away from the organization. Seth Horcum is another suitable candidate working at Jefferson. He is a great performer and also has very good contacts at Power chip. The only problem before recruiting Seth Horkum for the senior analyst position is that he is self-centered and not be effective as a team player. David Hughes is another best chosen alternative, who works at Spencers. He is known to be excellent mentor and an experienced employee. He is well-known among all his circles and is a famous celebrity in Wall Street. David Hughes is highly experienced in the fields and has vast industry knowledge and posses rare interpersonal skill. On the other hand, hiring David as the senior analyst can also have few negative outcomes. This includes that he can be old fashioned and unorganized at times in the firm. Reena Shea is familiar with the organization with good expertise skills. Gerald Baum is also a highly enthusiastic in the semi conductor industry. He possesses great skills with exceptional client and work services. Before hiring the individuals it is highly important to consider both the individuals and organizational factor to maximize efficiency. It is important for the organization to do a proper background check on the employees. This includes the individuals aspirations, attitudes, background and both long-term and short-term performances. The organizational factor includes the companys culture, structure, strategies and performance management system (Kang Shen, 2017). Proper analysis of both the factors in the potential candidate would prove beneficial for maximizing the individual-organizational fit. Hiring the right individual for the job requires a lot of hard work, time and cost. Internal recruitment is comparatively easier for hiring and perfect answer for various staffing issues. The employee to be hired already knows the organizational culture, strength and weaknesses (Ardi et al., 2106). This makes the job easier as the recruitment process is very quick which reduces the external recruitment cost. The candidates eligible for recruitment and selection process has to go through the interview process in number of steps. Initially, the candidate has to go through the interview process in the RSH Company. It would be followed by Headhunter, pre screening, HR interview round and finally the hiring decisions are to be made. It is important for RSH firm to consider all the major impacts that internal hiring process can cause to an organization (Hashim, Ismail Hassan, 2016). Internal selection provides major opportunities for employees promotion and is proved to be highly motivating. Moreover, the organization also knows the strengths and weaknesses of the desired candidates. Internal recruitment is effective for certain roles but while hiring a star analyst it is important to consider individual from outside the existing team as well. Hiring individuals from within the organization limits the potential candidates as no new ideas can be acquired from outside (Bowen, Ledford Nathan, 1991). Internal recruiting and selection of the employees limits the organization choice and thus severely limits the talent pool. The major challenge faced through this internal process is that the potential candidate would be unable to provide new and innovative ideas to the workplace (Kurtz William, 2017). The individual is usually content with the business procedures as usual without providing any fresh ideas to the organization. Moreover, it is often seen that internal conflict among the colleague is another major problem of the organization. Hiring individuals from outside the firm leads to bringing new ideas and is attracts larger pool of workers. It becomes quiet easier for the organization to attract and retain the best individual. People from outside the firms possess wide range of experience (Gamage, 2014). This also reduces the co-fighting of individuals within the firm as the candidate is from outside and is not one of its colleague. The hiring of candidates is though very time consuming and costly. As the reference checks and background checks of the potential candidate takes a lot of time. Personal environmental fit is popular a famous since a long period of time. It is generally refer to the level of compatibility existing between an employee and the work environment. It is ensured that their characteristics are well-matched. Among all the existing strategy, Person-Organization Fit (POF) and Person-Job Fit (PJF) is the most significant element. POF is the level of compatibility present between the individual and entire organization. On the other hand, PJF is defined as the match or congruence present between an employee characteristics and the job performed by them at work. Therefore, PJF is considered to have major two perspectives. This includes matching the employees knowledge, abilities and skills with the job requirements. The other main element is the fit of individuals preference, needs and desire with the existing job. One of the vital purposes of the HR department in an organization is to hire the perfect candidate (Chowdhury, 2016). Therefore it is critical to clearly evaluate POF and PJF before making ant suitable hiring decisions. Both POF and PJF play a major role in the success of an organization. The main responsibilities of the firm should include paying adequate attention on effective leadership, hiring process and personality assessment. It is also important to maintain diversity in the organization and therefore pursuing a highly successful carrier planning. There are various factors that contribute towards the work engagement. One of the major elements is POF. POF has a clear understanding for improving the compatibility between the company and employees. Retaining employees helps to improve the customer satisfaction and employees commitment on the long-run (Gooderham et al., 2015). This also helps in improving the individual outcomes in the organization. When the values of organization and individual are same it increases the job performance and satisfaction level of the employees. This further leads to reduce the stress of the employees. In addition to this, individuals or the potential candidates feel more comfortable in such organization, where the job fits with their own characteristics. The values of the employees are positively associated with all the affective outcomes such as, commitment, satisfaction and engagement. Person to job fit positively influences the work behavior and attitudes of the employees (Liang, 2016). Furthermore this also leads to increasing the employees commitment so that motivation within the employees can be easily achieved. PJF positively increases their job-satisfaction, performance, retention and attention of the employees. Moreover, the match between the employees demands and what they receive from performing a job, therefore increase their job satisfaction, adjustments as well as organizational commitment. After analyzing all the potential candidates of the firm for the position of analyst it is seen that David Hughes chosen through external recruitment process is the most appropriate for the organization. He possesses high specific knowledge related to the company. When the right employee is recruited and selected a domino effect is also created. This leads to increase the productivity and profitability of the business due to wise decisions made by the selected candidates. The positive attitude will therefore affect the products and services quality and ultimately would also affect the consumer perceptions of the organization. Therefore, PJF would be more beneficial for the organization. Person to Job fit would be highly important for the organization as it is strong indicator of meaningful work. This can only be found in RSH, when the organization ensures alignment between an individuals values, competencies, and purpose of the job. 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