Recruitment, Selection and Onboarding Processes
Assessing Recruitment, Selection and Onboarding Processes
MGT 509: Human Resources Management
Session Long Project – Module 1
Trident University International
Anthony W. Thomas
November 23, 2011
When assessing the strengths and weaknesses of my company’s recruiting, selecting and onboarding processes, there are definitely good processes and areas that need some significant improvement. As with most companies, they have to deal with a large number of applicants so it is easy to understand why some areas of the hiring process may become neglected. It is perfectly okay to admit there are deficiencies in a process or program as long as steps are taken to rectify the deficient areas in order to enhance the program. First of all, my company does very well in the recruiting and selecting of candidates because they are very critical of their choices. Recruiting is mostly done through employee referral and social networking sites and internet job boards. The requirements are spelled out very clearly online for each position that is listed and the recruiters make sure they select candidates who fit the proper criteria. An initial interview is performed by the recruiter to see if you are a viable candidate and if they believe you have what it takes as well as the proper credentials then they will forward your name and resume to the hiring manager where you will sit through a more thorough interview to determine if you are truly the best candidate for the position. All of this is a very good process to make sure qualified candidates are being brought into the organization; however, once the new hires are brought into the organization there is a serious breakdown in the hiring process and it is with the onboarding. If there is one area where my company desperately needs to make improvements, it is in the onboarding process because there really isn’t much of one. It is essential that every successful organization establish and
MGT 509: Human Resources Management
Session Long Project – Module 1
Trident University International
Anthony W. Thomas
November 23, 2011
When assessing the strengths and weaknesses of my company’s recruiting, selecting and onboarding processes, there are definitely good processes and areas that need some significant improvement. As with most companies, they have to deal with a large number of applicants so it is easy to understand why some areas of the hiring process may become neglected. It is perfectly okay to admit there are deficiencies in a process or program as long as steps are taken to rectify the deficient areas in order to enhance the program. First of all, my company does very well in the recruiting and selecting of candidates because they are very critical of their choices. Recruiting is mostly done through employee referral and social networking sites and internet job boards. The requirements are spelled out very clearly online for each position that is listed and the recruiters make sure they select candidates who fit the proper criteria. An initial interview is performed by the recruiter to see if you are a viable candidate and if they believe you have what it takes as well as the proper credentials then they will forward your name and resume to the hiring manager where you will sit through a more thorough interview to determine if you are truly the best candidate for the position. All of this is a very good process to make sure qualified candidates are being brought into the organization; however, once the new hires are brought into the organization there is a serious breakdown in the hiring process and it is with the onboarding. If there is one area where my company desperately needs to make improvements, it is in the onboarding process because there really isn’t much of one. It is essential that every successful organization establish and