HR Department: Staffing, Recruitment, and Selection

Posted on Feb 16, 2025 in Business Administration and Innovation Management

Mission of the Human Resources Department

The mission of the Human Resources department is to contribute to the achievement of the company’s objectives and outcomes. To do so, HR develops different activities in order to provide the company with an adequate workforce.

Staffing Activities

Human Resource Planning

Planning involves developing programs to ensure the availability of staff required by the firm in a timely manner. This includes designing both short and long-term programs.

Analysis and Design of Positions

  • Job Analysis: This consists of obtaining, evaluating, and organizing information on the jobs within a business.
  • Job Design: This involves detailing the characteristics required of the person actually holding the position.

Job design establishes a link between individuals and the business. The designer considers the elements and features of the company and creates jobs that are satisfactory to both the firm and the worker. The combination of both, coupled with the need to overcome daily work challenges, will give an idea of how well the job was planned.

Recruitment and Networks

Recruitment is the process of identifying potentially qualified candidates to fill vacancies within a company.

Channels:

  • Spontaneous Candidates: Individuals who present themselves to staff offices or businesses, or send their Curriculum Vitae by e-mail or mail.
  • Recommendations from Company Employees: Current employees recommend individuals, usually friends, for open positions.
  • Advertisements in Newspapers and Magazines: These ads reach a wider audience. They usually describe the job requirements, identify the company, and provide instructions for interested individuals.
  • HR Consultants: These consultants act as a link between candidates and companies seeking staff. They generally conduct a preliminary selection, analyze candidates, and propose a shortlist (usually three candidates) to the company for the final decision.
  • Educational Institutions: Universities, tertiary schools, etc., often have “job boards” where companies post job openings. This benefits students by providing opportunities and benefits companies because wages may be lower.
  • Internet Searches: A common practice today is for businesses to use websites where applicants post their information and search for eligible candidates.

Steps for Staff Selection

  1. Reception of Applications or CVs: Initial collection of candidate information.
  2. Suitability Tests: Using various techniques to assess candidates’ abilities and match them to job requirements (e.g., psychological reviews).
  3. Selection Interview: A formal conversation between the candidate and the interviewer to answer questions such as, “Can this person do the job?” and “How do they compare to other candidates?”
  4. Verification of Data and References: The recruiter confirms the accuracy of the applicant’s provided information.
  5. Interview with Supervisor: The candidate is interviewed by their potential supervisor, who assesses their technical knowledge for the job.
  6. Medical Exam: A medical examination is performed to check the candidate’s health status.
  7. Hiring Decision: The final step, where the decision to hire is made jointly by the supervisor and the Human Resources department.