Recruitment - Selection Process and Job Satisfaction

Questions: 1. Look at a job advert (provided) explain where you found it (include referencing) and why it may interest a finance junior. 2. Imagine you are the Human resources manager who placed the advert. Explain what selection methods were available and which ones you chose and the reason for your answer. Methods are - interviews, references, and CV's, psychometric tests, assessment centres. 3. you are the candidate who was selected for the job - how can the job be designed to give high job satisfaction, and what reasons will it give high satisfaction. Answers: 1. Job advertisement location and medium: Earlier the recruitment advertisement was based on the notice or television or newspaper advertisements for the recruitment process. In recent days it has been noticed that almost every company use their official website for the recruitment process. As stated by Jiang et al. (2012), some recruiters take the help of the different job portals like times jobs, Monster jobs, the guardianjobs and many more to publish their recruitment notice. However, this process is also beneficial for the students or the job seekers. The recruiters are provided with the full specification and requirements. The applicant or the students can choose the suitable job profile to apply. In this paper candidates has been searched using the guardian jobs job portals for job searching process. It has been observed that the MONTASH global talent acquisition organization has placed an advertisement for the post of finance controller or book keeper. The organization has mentioned that they are looking for a person who has some specific skills and experience such as qualified AAT degree. The person must have minimum 3 years experience in the finance and accountant role, the person should have minimum 1 year experience on 50 sage account handling, the person should have bank recognitions and experience to handle the weekly and monthly sales report. The detail advertisement copy is in the appendix 1. 2. Selection method: As per the advertisement of MONTASH global talent acquisition, the organization is looking for the finance controller or bookkeeper for the permanent position. The Montash Uniform Education is a popular and ambitious recruiting firm and searching a self motivated bookkeeper or financial controller for their accounts team in Finchley Central, London. The organization was asking for their requirements and provides the Apply option for the interested applicant in their website or digital employment notice. The human resource team or the recruiter will follow different steps recruitment and selection strategy for post of finance controller and bookkeeper (Spagnoli and Caetano 2012). The recruiters need to follow the proper recruitment strategy for selecting the perfect process. The recruiters follow the word of mouth strategy, main idea and details summarization, cause and effect, sequence of the event, make the prediction, drawing the conclusion, deciding the fact and opinion, fantasy or realistic, character traits and figurative language for arranging the recruitment process (Robertson and Duckworth 2014). As per the 8step selection process, the human resource management follows eight different steps such as primary interview, selection test, employment interview, reference and background checks selection decision, physical examination job offer and final selection (Bakker et al. 2012). The primary interview process is basically for eliminating the unqualified applicant after analyzing the resume. The main strength of this process is to select the qualified applicant for the next level of the recruitment process. The weakness of this step is that it takes plenty of times to select the perfect applicant for the next stage of the selection process. After the primary interview stage, the applicants are moved towards the selection test such as aptitude test, personality test and ability test (Kim 2012). The main advantage of those type of tests to judge the applicants ability and predict their performance as an employee in future. Time requirement and money requirement are the main weakness if this type of selection process. However, the other test like interest test and graphology test, medical tests and psychometric test also secure the prediction level of the recruiters After completing the selection test the recruiter are shortlist the candidates name those who are capable to clear those test with having the knowledge. The eligible candidates are invited to attend the employment interview process. The interview is a formal process and in-depth conversation about the applicant acceptability. As stated by Rehman (2012), some organization follow one of the most exclusive types of interview like structured, unstructured, behavioral interview and stress interview. The strength of this interview process is that the recruiters can identify the psychological strength and the behavior of the applicant. The face to face interview or panel interview takes lots of time so that could be weakness for this type of employment interview process. After conducting the employment interview, the recruiters start to check the reference and background of the selected candidate (Armstrong 2014). The main advantage of this step is to collect the background information like any criminal records, birth place and authenticity of their educational certificate. Long time and lots of money are required to arrange this step, so those factors could be the possible weakness for the recruitment process. After checking the background details recruiters take the decision to select the preselected applicant and offered them job through the appointment letter. The joining letter is the main evidence to the applicant to become an employee of that organization. As per recruiters experience, the selection test and employment interview are most interesting steps for both end such as the applicant and recruiters. The applicant get the chance to show their knowledge level and creativity lever and the recruiters get many option to choose the perfect applicant for the perfect position. 3. Employee and their job satisfaction: As a selected candidate of MONTASH global talent acquisition, the job designing of this organization is based on the job characteristics model. The researcher and the individual is joined as a team member of the finance controller. All the team members are extremely talented. The organization follows very modern strategy for the job designing based on the skill, variety task identity and task significance. It has been observed that this organization is always looking for the experienced applicant for hiring because the organization believes on the quality of work. As an employee, the researcher carefully follows the ob designing strategy of the organization. The organization breaks the entire job depending upon some properties like skill variety, task identity, task significance, autonomy and feedback. The human resource managers or the team leaders have proper prediction about the work efficiency of their team members and identified the proper task for ideal team members. The rotati onal technique also assists the employees to gather experience about all types of work. The work simplification is another art of the team leaders the team leaders breaks the entire job into small subparts and assign every team members for each part. The proper team work management should follow some steps like variety of task, autonomy, identity, responsibility, feedback, balance workload, achievement and development. It was mentioned on the job portal that the applicant must have 3 years experience in the finance and accountant role and the researcher got the psychological satisfaction and confidence to deal with different issues. The creativity of the researcher motivates the individual to perform well in the future days. The experience provides the satisfaction at workplace and very satisfied to work as finance controller or book keeper in MONTASH global talent acquisition organization. Reference list: Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy.New Perspectives On Human Resource Management op. cit. at, pp.154-166. Bakker, A.B., Tims, M. and Derks, D., 2012. Proactive personality and job performance: The role of job crafting and work engagement.human relations,65(10), pp.1359-1378. Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294. jobs.theguardian.com. (2016). Finance Controller / Bookkeeper job with MONTASH ASSOCIATES | Guardian Jobs. [online] Guardian Jobs. 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