Human Resource Management

(a) Criteria for your recruitment and selection program are like building blocks of the whole selection and recruitment process. Recruitment and selection programs thrown together haphazardly are likely to fail. Defining appropriate criteria for your organization’s recruitment and selection processes supports its employee selection, staffing models and employee development goals. Criteria include adequate and qualified staff, commitment to fair employment practices, workplace guidelines and pre-employment standards, such as background investigations and reference checks.
Qualified Staff; an effective recruitment and selection program first needs qualified staff. An employment manager with expertise in developing recruitment processes and proven management skills in leading recruiters and employment specialists is one such program model. Alternatively, a generalist human resources manager capable of overseeing both the strategic and functional aspects of recruitment and selection is another viable program. Recruiters and employment specialists should have experience in full life-cycle recruiting, from sourcing candidates to post-hire functions such as orientation, training and employee retention.
Legal Compliance; in addition to functional expertise, qualified recruiters, employment specialists and managers must be well-versed in equal employment opportunity law and, if applicable, affirmative action provisions. An organization’s success may depend on its ability to recruit from a diverse pool of qualified applicants. Therefore, recruiters and employment specialists must be familiar with labour laws, fair employment practices related to recruiting and hiring, and employment eligibility for work. The first opportunity at which employers can express their commitment to equal opportunity is the recruitment and selection stage. This is a critical component for any effective recruitment and selection process.
Workplace Guidelines; workplace guidelines and policies