Free Recruiting The Staff At The New Office Research Paper Sample

Type of paper: Research Paper

Topic: Workplace, Human Resource Management, Company, Selection, Employment, Education, Business, Elections

Pages: 8

Words: 2200

Published: 2020/12/17


Over the period of last few years, the process of recruitment and selection has been categorized as tremendously significant factors related to the growth of organisations. These are essentially Human Resources (HR) aspects and add considerably to the overall monetary growth (Torrington et. al., 2011). In today’s aggressive era, a large number of experienced and educated individuals with superior knowledge and skill sets exist (Redman and Wilkinson, 2009). But, it becomes a big challenge for any HR team to recognize and pull such employees. According to Bach and Sisson (2000), the chief reasons for such a complexity comprise the reality of a small pond of particular skilled professionals and the survival of big number of Multi National Corporations (MNCs) as well as strong market competition.
Therefore, the trends and issues in recruitment and selection are endlessly developing and taking significant paradigm shifts. As per Torrington et. al. (2011), there have also been few transformational changes especially in employment crossways diverse sectors, mostly in banking, finance, insurance, healthcare and retail. To begin with, recruitment and selection implies the series and succession of procedures related with recruitment and selection of suitable and eligible applicants and employment searchers for a company. Each and every organization, trade, put in place and Industrial Corporation include a number of highly- described employment and recruitment guidelines and appointing measures. According to Stone (2002), the human resources division of big companies, government agencies and multiparty firms are usually linked with the accountabilities of worker staffing and selection.
Deeprose (1994) mentions that the process of selection and recruitment can be defined as a series of steps to search for the potentially suitable individual based upon the organizational requirement. Further, the progression of employees’ recruitment and selection is turning out to be more and more multifaceted and its amalgamation into managerial and Human Resource (HR) stratagems which outlines that the booming upshot of such progressions is very important for work performance and overall success of the company. The complexity of going with the appropriate candidate to the suitable post is an uninterrupted procedure for administration and HR managers taking into consideration the company’s financial, communal and supporting perspectives.
Further, taking the above discussion into consideration this particular paper attempts to throw light on recruitment practices of a company planning to expand business operations to some neighbouring state by opening an office. As a result of this expansion, the organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. The paper mirrors different aspects associated with recruitment i.e. legal statues affecting the selection and hiring of employees; the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position; assessment of several selection devices such as interviews or ability tests to reject or accept applicants and lastly, evaluating and choosing whether or not to utilize integrity testing and drug testing.

The Legal Statues Affecting the Selection and Hiring of Employees

Job applicants hold legal rights even prior to becoming employees. As per the federal law, an employer can’t unlawfully discriminate in its hiring procedure on the basis of a job applicant's national origin, race, gender, pregnancy, disability, age or religion (Compton et. al., 2002). Employers and companies must at all time follow anti-discrimination regulations at every level of the hiring procedure, from posting a job advertisement, to interviewing, till the ultimate selection of the applicant to be appointed. Usually, employers should keep away from questions which are linked with classes which are protected through way of discrimination rules. Queries that should be prevented by employers at the time of interview include whether the candidate has children or desires to have kids; marital status of the candidate; candidate’s race; candidate’s religion; candidate’s sexual preference; candidate’s age; whether candidate experiences disability; candidate’s citizenship status and lastly, questions related to alcohol or drug use by the candidate (Compton et. al., 2002).
Althrough the hiring procedure, employers should not make promises to a new or prospective staff member, as any false assurances or false promises might lead to violation of an "implied agreement" as per the law. Moreover, it’s illegal to offer diverse pay rates to males and females in so far as the task requires alike efforts, skills and responsibilities and involves similar operating conditions. The employer needs to make sure that the prospective staff member is lawfully capable of working in the particular nation (Compton et. al., 2002). The employer might be held legally responsible for neglectful hire at the time when a specific unsuitability of a candidate results in a risk of destruction to a third individual that the employer is aware of, or should have known, at the time when he/she appointed and positions the candidate in employment when he/she can cause harm to others.

The Number and Type of Positions that need to be filled at the New Office

In any start-up corporation a large staff could not be afforded during the beginning phase for the reason that the corporation needs to make use of its resources as well as other requirements that takes in advertising, product development and promotional campaigns. However, there are some fundamental positions which need to be filled by the corporation for the sound expansion and job positions are filled based upon particular qualifications such as experience level and educational background. The key positions, which must be filled in the start-up corporation, have been discussed below:

Market Researcher

Market researcher is responsible for leading and supporting the Market Research function taking in conducting quantitative as well as qualitative custom market/customer research and dealing with syndicated research. The research manager manages research projects encompassing post-launch assessment of new models (such as Early Buyer studies), marketplace positioning and pricing vehicle and several custom customer research ventures

Job Requirements

Master’s degree a plus
Minimum 5 years of marketplace research experience managing several custom quantitative and qualitative customer research
Good understanding of research techniques and statistics
Strong capability of translating research findings into constructive business decisions
Capability of working with all management levels
Good oral and written communications abilities
Good project management abilities
Capability of managing multiple projects at a particular time
Good analytical abilities
Good vendor management
Good PowerPoint and Excel proficiency
Business Analyst
Business Analyst supports services for the enhancement and sustainment of data operations taking in master data management, data transformation, data modernization, data acquisition, data governance and lastly, delivery and decision support initiatives which offer key abilities to stakeholders. The support takes in recognizing and executing sound approaches and techniques to help in addressing its mission in altering times.

Job Requirements:

A Bachelor’s degree in business or technical discipline or equivalent experience
Minimum of 2 years of related experience or a Master’s degree and up to two years of experience.
Requirements determination by making use of structured methods for analysis, documentation, assessment/ validation; high- level information decomposition into details; abstraction of low- level information; distinguishing needs vs requests; distinguishing solutions vs. requirements; grouping/ prioritizing requirements; identifying risks; requirements change management and traceability; applying creativity for resolving multifaceted issues; developing working and relationships collaboratively; efficient verbal/ written communication and lastly, experience in a sector domain.

Building structured user manuals and training; business regulations modeling; developing and implementing acceptance test plans.

Capable of providing time/resource guesstimates for assigned jobs.
Takes part in development of UML models and use cases.
Develops assigned elements of requirements specifications. 
Finance Manager
A financial manager is accountable for offering financial advice as well as assistance to the clients and colleagues for enabling them to form effective business decisions. They might be appointed in several different atmospheres taking in both private and public sector companies like multinational corporations; retailers; financial institutions; NHS trusts; charities; manufacturing companies; universities and lastly, general businesses.
Job Requirements

The applicant should hold a Bachelor's degree in accounting or finance, or equal business experience

10+ years of progressively accountable experience for a key corporation or department of a large company. 

Preference would be offered to applicants having the Certified Public Accountant or Certified Management Accountant positions.

Sound communication skills are necessary, chiefly with respect to putting across the outcomes of examinations to the management.
Should hold an exceptional knowledge about electronic spreadsheet.
Selection Techniques
Interviews, even though widespread, are condemned for being untrustworthy and unacceptable and are not predominantly booming as forecasters of upcoming employment accomplishment (Compton et. al., 2002). According to Doyle (2002) selection pronouncements in companies were sourced greatly on prejudiced and uninformed grounds that resulted in inaccurate or imprudent suppositions and the selection procedure was exposed to treatment. Other than these outcomes, the selection method, and especially, the interview, is powerfully affected by the interviewer's viewpoints and suppositions, finding and labelling and this influences the soundness of interviews (Compton et. al., 2002). Further, this prejudiced and biased conduct will lead to a letdown to choose the best appropriate candidate. 
At the same time as interviews even now continue to be the most frequently employed selection device for companies, aptitude and psychological checks are also techniques employed in selection. Although, such examinations ought to be job linked, non-biased and must precisely forecast job outcome by means of suitable and consistent means (Stone, 2002). Moreover, tests have been condemned in the earlier period for not have significance, artistic restrictions and faking these tests is ordinary (Compton et. al., 2002). In spite of the techniques employed at the time of screening candidates, the main thing is inaccurate selection costs incurred by the company. As a result, the recruitment and guidance expenses will go up together with opportunity costs, decreased profit levels, hammering of competitive benefit and standing (Nankervis et. al., 1999). 
While interviews and trying can be used alongside to help in collection, there may be requirement to be additional examinations to make sure the candidate can meet job necessities. For instance, one such procedure is the utilization of medical assessments that might be essential for making out if a candidate is physically sound to carry out a job (Irwin, 2003). Not succeeding to carry out an appropriate assessment may lead to a worker experiencing damages or affect other employees and subject the association to employees advantages and work-related Health and Safety (H&S) regulations (Stone, 200). Though, any assessment carried out ought to be made only for a lawful employment prerequisite or else the company might be disobeying EEO legislation.
As soon as a company chooses the applicants competent for the job, it normally gets in touch with them for the purpose of interviews and examination. Interviewing and testing are decided on the basis of organization’s guiding principles and strategies. In the majority of situations, a number of applicants are chosen and would be screened by means of a phone interview carried out by human resources and asked to go through evaluations. Moreover, evaluations can take in individuality, technological talent or educational examinations relying completely on the job needs (Compton et. al., 2002). Several companies will need internal applicant to undergo the needed evaluations and interviews, also if they were asked to go through such evaluations at the time when they were initially appointed.
Subsequent to the primary phone interviews and evaluations, applicants are chosen to interview with appointing supervisors and human resources. In the majority of cases, applicants would be asked to meet with various associates of the division that they would be operating in and could take in supervisors, colleagues and workers the applicant would be managing (Compton et. al., 2002). This makes sure that the contender would be suitable for the company and section he/she would be operating in. In several situations, aspirants would be brought back for further interviews as the appointing panel limits its selection. Lastly, the appointing panel would then get together and come up with a mutual pronouncement as to which applicant it would wish to appoint. Generally, human resources would get in touch with the applicant and present an oral offer (Stone, 2002). It is quite true, that the recruitment and selection procedure might involve quite a few weeks or months that could be annoying for the aspirant applying for the job. Even though the procedure could involve time but it makes sure that the most appropriate person is being appointed. This is essential to several organizations due to fact that staffing and training fresh recruits could be expensive.

Integrity Testing and Drug Testing

Integrity testing and drug testing would be conducted so as to ensure that most appropriate candidate is chosen for the company. The integrity of a person could be evaluated in the pre-employment screen where it might allot the personnel selection test as well as evaluate the ability assessment to the desired capable person in the integrity range (Bach and Sisson, 2000). Moreover, drug abusing within the workplace is restricted in few places since the quality of the product could be affected. The faithfulness of prospective applicant is examined through the integrity test that is acceptable that regard to theft behaviour. Further, personality directed integrity test is applicable for the candidates who could access the workforce frequency (Bach and Sisson, 2000). The test claim is then utilized for detecting criminal convictions along with other validity sources that are actually accepted during the integrity test.


Bach, S. and Sisson, K. (2000). Personnel Management (3rd ed.). Oxford: Blackwell
Compton, R. L., Morrissey, W. J. & Nankervis, A. R. (2002). Effective Recruitment and Selection Practices (3rd Ed.). CCH Australia Pty Ltd., Australia. 
Deeprose, D. (1994). How to Recognize and Reward Employees. AMACOM.
Doyle, M. (2002). Selecting managers for transformational change. HRM Journal, 12(1): 3- 16
Irwin, R. (2003). Study Guide: Staff Selection and Appraisal. Southern Cross University, Lismore 
Nankervis, A. R., Compton, R. L., McCarthy, T. E. (1999). Strategic Human Resource Management (3rd Ed.). Nelson Australia 
Redman, T. and Wilkinson, A. (2009). Contemporary Human Resource Management (3rd Ed.). Prentice Hall
Stone, R. J. (2002). Human Resource Management (4th Ed.). Wiley
Torrington, D., Hall, L., Taylor, S. and Atkinson, C. (2011). Human Resource Management (8th Ed.). Prentice Hall

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