International and Comparative Human Resources Management
Sinead Marrinan-McGuire is the ideal choice for the company owing to her Education and experience in joint ventures. Her three years stay at the R& D projects based in Dublin and London will come in handy in laying the foundation for the Hungarian project where the issues dealt with in the earlier projects are to be addressed. Due to Sinead’s understanding and practical application of the strategic as well as corporate level issues, she will no doubt steer this new move which the company wishes to undertake into profitability as well as full implementation. Since her career prospects have largely been concentrated in Ireland as well as in London, she is no doubt conversant with the labor laws and other challenges present in the industry and in other countries out of France, UK and Germany. The recruiting officer has met her and is no doubt impressed with the prospects which she hopes to bring on board to the institution especially in the implementation of the joint venture.
A recruitment and selection process that Trianon can use
To ensure a good hiring decision, the HR department needs to follow an already stipulated selection and hiring procedure. The position description given should adequately reflect the responsibilities of the position which has fallen vacant. The Academic qualifications, technical skills as well as the job behaviors should be identified by the employment manager in order to have the right candidate being brought on board when advertising as well as selecting the right candidate (Dale 2004 p. 125). Submitting recruiting Documents is the initial step. The vacant position description is made and job postings are placed in newspapers and other avenues deemed necessary. In case the vacant position is unclassified, the use of academic appointments can be used. The selection process involves assessing the candidates who presented the technical skills as well as the sought after job attributes. Here, physical job interviews provide primary information regarding the applicants while the use of work samples provides an easy and quick way to ascertain the required job skills (Compton & Nankervis 2009 p. 234).
An interview panel is vital for the academic appointments where the committee evaluates the written materials of the applicants as well as being involved in the interviewing process. An interview panel should comprise of both genders as well as individuals from different racial and ethnic groups in order to clearly address the qualifications of the candidates presented adequately. The interview panel should have the necessary knowhow to elicit information so as to determine a candidate’s ability to undertake a given task (Smith & Mazin 2004 p. 345). The interviewing panel need ask non-directive questions so as to get as much information as possible. Asking for clarification and verification helps in understanding and elaboration of responses given. Directive questions are vital when searching for specific information from the candidates. In order to establish a candidate’s ability to solve problems common in the workplace, situation-problem kind of questions come in handy while the self evaluative questions help to determine the applicant’s knowledge level with their weaknesses as well as strengths (Evans 2001, p. 98). For instance, the interview panel may ask the applicants about their best accomplishments in their last employment station. The answer advanced will help in determining whether a candidate is aware of the challenges advanced by their former employment. During the interview, it is advisable that the interviewers have an interview form for each interviewee with enough room to note the responses advanced by the interviewees. Vital information regarding the character as well as knowledge of the applicants will not be lost.
Use of convenient methods to contact applicants scheduled for interviews is paramount. Consider such forums as calling or writing Emails. In order to encourage the interviewees divulge pertinent information, the use of verbal and non verbal cues is imminent (Arthur 2005, p. 567). Smiling, nodding and silence help to encourage the interview to provide information which is helpful in determining the level of suitability for the vacant position. Good listening skills help keep the interviewee at ease and will thus divulge information comfortably. Interruptions, distractions, prejudices, emotional behavior, as well as jumping to assumptions regarding responses advances should be completely eliminated from the interview panel. Through reference checks, additional information which is unbiased is revealed. Former employers should be contacted so as to clarify, verify as well as add information not earlier on obtained during the interview. Objectivity is essential when evaluating reverences as such issues as longevity at the workstation, promotions or remuneration raises do not demonstrate the competence of a person. Making the decision to hire the most qualified candidate is the final step in the recruitment and selection process. Information gathered through the interview, evaluation of work samples as well as through reference checks come in handy in determining the candidate with the job related skills important for the vacant department (Armstrong 2003, p.365). The HR department need keep documentation of all the data used in the selection and hiring process.
This model will no doubt work for Trianon in determining the right candidates to fill the vacant positions at the firm. Through conducting interviews in the right form, the panel will no doubt identify the candidates with the relevant knowledge, skills as well as abilities essential for the job. A clear representation of applicant’s strengths as well as weaknesses as well as their ability to tackle the position and job specifications will be revealed through the use of this model. The cost of hiring mistakes is indeed high, thus a firm should adopt this method of hiring and selection which is cost efficient as well as effective in ensuring the right candidates are selected.