Job Recruitment and Selection Process for - MyAssignmenthelp.com

Question: Discuss about theJob Recruitment and Selection Processfor Organization. Answer: Introduction The process of recruitment and selection has an essential role to play in determining the success of any business organization. The selection process of the personnel has to be rigorous enough to determine whether they have the required skills and expertise to be a part of the specific organization. This assignment provides a brief description of the job and the selection process that is used to select a senior change manager, having 10 years of experience in delivering change in a portfolio. Job Description Job Title Senior change manager Experience Minimum 10 years Key skills Incorporating changes Consulting with the various teams, regarding the earlier versions (Bryson, James Keep, 2013). Handing over the documentation of the changes. Deployment in production. Monitoring the results of the acceptance testing (Taylor, 2014). Attending review meetings and tracking all the changes. Delivering the management reports. Additional skills Demonstration of experience of cross-functional business platform is desirable (Klotz et al., 2013). Certifications required PROSCI certification is essential. Personal expertise Strong analytics Critical thinking skills Excellent problem solving skills Strong stakeholder management skills Effective persuasion skills Excellent convincing skills Excellent communication skills Good documentation skills Good team player Capability to think out of the box Language skills Fluency in English Selection Process The selection process of the personnel selection needs to be rigorous and elaborate. Since the change manager has a critical role to play in the business organizations, hence the selection and interview process needs to be designed in an effective manner (Hornstein, 2015). The selection process of selection of a change manager with 10 years of experience usually has two phases. These are the interview phase and the practical test phase. In the interview phase, the candidate is asked about her previous experience and the domains that the person has already worked in. few core questions of changed management is also asked to test the technical skills (Klotz et al., 2013). Once the technical skills are tested, the candidate could be given a real life situation that requires change. The analytical skills and the critical thinking skills are analyzed by this test. If the candidate passes well through the first round of interview, then the second round of practical test is conducted. In th e practical round, a real life business simulation situation is presented and the candidate has to propose a real life change management solution (Taylor, 2014). Thus, the practical skills, along with the analytical skills are tested. Once the candidate is through the two rounds of test, the person is selected for the position of the Change Manager. Conclusion Recruitment process has to be designed in order to have a holistic analysis of the candidate and judge the suitability of the candidate for the mentioned position. The enhancement and growth of a company depends largely on the performance of the employees, hence adequate importance needs to be given to this process. References Bryson, J., James, S., Keep, E. (2013). Recruitment and selection.Managing human resources. Human Resource Management in transition, 125-149. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. Klotz, A. C., Motta Veiga, S. P., Buckley, M. R., Gavin, M. B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research.Journal of Organizational Behavior,34(S1), S104-S119. Taylor, S. (2014). Recruitment and selection.Strategic Human Resource Management: An International Perspective,10(6), 139-14.