advertisement and recruitment checklist

Recruiters face the most difficult challenge when it comes to hiring the right employee in an organization. Human resource managers aim to find the best talent from a pool of talented people, which necessitates the investment of time, money, and the necessary equipment to complete the job successfully. If the position description does not already exist, the recruiter creates it, publishes it, and then starts accepting applications from potential candidates. Efficient recruiting, according to Compton, Morrissey, Nankervis, and Morrissey (2009, p. 15), helps to find and inspire prospective candidates to apply for actual and planned job vacancies. Properly designed recruitment and advertisement checklists attract the right people, at the right time, in the right place, and at the right price. And for those reasons, the selection process becomes much easier. This study shall provide a checklist of all the fundamental principles that potential organizations should consider while developing an effective recruitment and advertisement process.

Recruitment Checklist

Before beginning actual recruitment, the firm should establish the purpose of the job and the way it fits with the rest of the team. The organization should ascertain the kind of person required to effectively carry out the job and outline ways that the job can be improved to be more effective to the organization. The institution should consider whether the position could be filled from within through redeployment, promotion, or transfer. This particular recruitment checklist tool delineates on the principle factors that hiring managers and recruiters need to follow to acquire the best talent for the organization.





The Job Description

The job description defines the duties and responsibilities of the position, which may be permanent, temporary, contract, or casual. A well-defined job description markets the firm to the right candidates. Mader-Clark (2013) asserts that it is a blueprint for success and aids in hiring, measuring, and managing employee performance. If the job is well-described, then it will attract the right persons, which reduces the time taken to select the right candidate. Furthermore, firms can use it to determine pay levels and measure performance of individuals. Beginning with a proper job description of the position is the cornerstone to the entire recruitment process.

Consider the Legislative Aspects

While recruiting, the firm should ensure that it does not breach the laws established by the national government as well as state governments. Some of the legislations include equal opportunity, privacy legislation, and employment relations, which directly affect the entire recruitment process.

Mode of Advertising

This step is important because it is designed to reach out to potential candidates. The firm’s HR coordinator is tasked with ensuring the position is advertised through the print media as well as viable websites. The business should utilize advertising methods that attract the right candidates regardless of the costs incurred.

Recruiter, Hiring Manager, and other Managers

The recruiter meets the hiring manager to ascertain the job descriptions and the skills required. The entity or person develops the screening criteria, salary scales, recruiting strategy, and forms of pre-appointment testing, if required. The hiring manager sources and reviews referral candidates, reviews their resumes, and forwards them to the recruiter.

HR Coordinator or Recruiter

The HR Coordinator receives and stores any relevant information about the candidates in the human resources database. One of the mentioned parties screens the resumes and academic documents of high potential candidates and emails the interview questions, or sets on-site or telephone interviews with the qualified candidates.

The Selection Panel

The team conducts the interview and communicates their feedback to the hiring manager and recruiters only. During this process, they should establish whether the candidate has a balanced view of the organization, including its strength and weaknesses. Determine if the candidate is competent on the role, in this case, they might previously have been in the role, whether in a similar or different environment. The candidate should be in a position to comprehend the company’s purpose (vision, mission, and goals) (Pritchard, 2007). 

The Hiring Manager

The selection team forwards the list of candidates to the hiring manager who based on feedbacks and test results, determines the right candidate for the job or declines to hire a candidate. The manager subsequently notifies the recruiter about the decision.

Recruiter

In case of a hire, the recruiter notifies the candidate about the decision. However, if there is no hire, the recruiter sends out “non-selection” letters to the respective candidates.

Advertising Checklist

How and where the organization advertises the position determines whether it will get the right candidates for the post. The conventional advertisement channels include the organization’s website, the internet, print media, and professional association websites. The firm should consider the medium that is likely to be viewed by the target audience. The message should be drafted in a clear and concise manner because it reveals the brand and reputation of the organization. The firm should utilize the following checklist while developing a job advertisement.

Activity

Description

Advert reference

The firm should indicate the job/advert reference to aid in the analyzing results from distinct adverts for the same advertised position.

Job Title

The firm should have a job title for job being advertised. The base location should be present to notify the candidates if they will be required to move to a different location.

Comprehensive description of the organization

The advertisement should succinctly provide an overview of the organization, its activities, divisions, and the market position (Martyn & Beylefeld, 2012). 

The nature of the job

The advertisement should describe the job in terms of scale, size, and the responsibilities.

Role and purpose of the job

This should be detailed and expressed in second person.

Description of the qualities of an ideal candidate

A candidate possesses these skills besides academic and professional qualifications. They should be expresses in second person.

Educational qualifications

The job should describe the academic and professional background of the desired candidate.

Package guide

The details may include pension or car

Mode of response

The advertisement should clearly indicate the communication channel that candidates will use when applying for the job.

Contacts

The company should indicate the necessary contact details, for instance, the postal address, web address, email, and fax.

Other statements

The firm should indicate two elements mainly the corporate brand, which markets the firm, and the equal opportunities statements, which prevents against any form of discrimination (Martyn & Beylefeld, 2012). 



Conclusion

Active recruitment and advertisement processes pull the right candidates from a pool of highly qualified professionals. Attracting the top talent, albeit calls for adherence to probable procedures and guidelines. The study explored various steps that any organization can follow to recruit potential candidates as well as positive advertisement steps that can be used to ensure the right people apply for the job. The outcome of the study indicates that effective planning is the recipe to a successful recruitment process.























References

Compton, R. L., Morrissey, W. J., Nankervis, A. R., & Morrissey, B. (2009). Effective recruitment and selection practices. CCH Australia Limited.

Mader-Clark, M. (2013). The job description handbook. Nolo

Martyn, K. & Beylefeld, M. (2012). Corporate governance : a practical handbook. Auckland, N.Z: CCH New Zealand.

Pritchard, C. W. (2007). 101 Strategies for recruiting success: where, when, and how to find the right people every time. AMACOM Div American Mgmt Assn.

























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