Recruitment Processes

This part of the recruitment process should be paid a lot of attention. After all, mentors are the linchpins of the program You must therefore fake greaf care fo identify and recruif fhe righf kind of mentors. 

Furthermore, you could also attempt to rely on word-of-mouth delivery of the mentor recruitment process. Make it easy for volimteers or nominators to respond to your advertisement/ request for mentors - you might want to devise and hand out simple forms for them to fill out and return to you, stating clearly where they are to be submitted. 

All the unsuccessful candidates should be sent rejection letters promptly. It is also courteous for a Manager to make a telephone call to these people and be prepared to answer any queries they may have about the recruitment process. It is also fair that their reasonable requests to provide an explanation of why they failed to get the job are met. This is a matter of good manners and requires little effort on a Manager s part, usually just a few minutes on the telephone. To do this some decent notes from the interviews should be retained to use when these requests arise. The only thing that must be avoided, and must never be allowed to happen, is any questioning of the decision on who has been appointed. 

The arrival of the acceptance letter is the high point of the recruitment process. It is the successful conclusion to what is a long and difficult process for all concerned. However, it is not the end of a Manager s activities. A plan should be made for the arrival of the new recruit. 

Hiring qualified candidates requires a major investment of both time and resources. There are five primary steps to the recruiting process ... 

Before beginning any recruitment process, a thorough and comprehensive outline of the position must be created. Whenever possible, a complete, up-to-date job description should be prepared. This includes three key elements ... 

Give finalists a copy of the job description We previously discussed why it is important to prepare a job description or job outline, from the employer s perspective, at the beginning of the recruiting process. It is equally important to provide the candidates with a copy of that job description or outline. You want the candidates to really understand the job for which they are applying, so that both you and they can assess whether their skills and experiences are a good match for your needs. This will help keep the interview focused on the job responsibilities and the technical skills and competencies needed to be successful further, the job description will provide an opportunity for the candidates to ask informed questions to clarify their own understanding of the job. 

Many companies today, particularly large companies, strive to make the recruiting process more scientific than in the past. These companies have done research to see what factors (such as skills and traits) have made their employees successful. These factors are called "behavioral measures of success" or "success factors."... 

We chose to demonstrate the contribution of effective leadership to recruiting using the examples of selection and mentoring. However, leadership and motivation are important parts of other recruiting processes, such as in interviewer skills and assessment of candidates motivation. We chose those aspects that we feel benefit especially from the new genre of leadership theories. We continue to use this approach with the HRM function of performance management. 

The Influences of Recruitment Processes and Selection Predictors on New Employee Safety... 

Burt, C. D. B., Stevenson, R. J. (2009). The relationship between recruitment processes, familiarity, tmst, perceived risk and safety. Journal of Safety Research, 40, 365-369. 

---