The strategy enables HR professionals to find, attract and select the right potential. However, any strategy must ensure that recruitment will be carried out objectively, keeping the interest of both the organization and job candidates in mind. For more information about HR professional, you have to read My Assignment Help Review
The strategy must be fair, unbiased, and fault-free. One must also ensure that the right people are recruited in the right place. If HR is still bothered and wants to know what should be included in a good recruitment and induction strategy? One must understand that it all starts with what the company is looking to get out of those two processes when one finds out what the company seeks in terms of competencies, experience and knowledge and determining a hiring budget. Next comes aligning recruitment, induction, and corporate needs together.
A clear job description
Recruiters must not send job seekers thin job descriptions that explain poorly what’s expected of a person in a particular position. It might lead to false expectations in a candidate’s mind concerning the job they are about to onboard.
A good and comprehensive job description will provide a list of the skills and attributes required to succeed in a position. It helps recruiters identify the right potential and help job seekers make the right decisions. Sending a compelling job description could save you from interviewing someone not interested in a role. It will also avoid having those who do not have the right skills.
One must also remember that there is no perfect match between a person’s resume and the job description that has been set out.
The recruiters must not expect too high else. They will miss out on the true potential of a candidate. Everyone needs a bit of training to perform well in a vacant position. Through proper assessment, the recruiter will identify the right potential of the candidates.
They can be put through a series of tasks to check where their strength lies.
Download the samples of the bsbhrm405 assessment answers
After selecting the individuals who are the best fit, he or they must be welcomed. An induction process significantly needs to have an impact on the employee’s perception of the company. This initial perception makes employees willing to stay for long and remain committed to the organization.
The employees must clearly understand what the company stands for, so a good introduction to the company ahead of their first day is a must. The activities must align with the company’s vision, mission and culture.
Four induction activities to better prepare new employees for their budding life in the organisation:
Indulge in a Mentorship Program
A mentor can play a significant role and is a must in and after the completion of an induction program. A mentor need not necessarily be working in the same field as the new hire but can have enough seniority in the company to guide an employee in their first steps. A mentor can keep track of goals to be reached during the first few months of integration. A mentor’s role is to benefit the performance review process by providing a third-party view of an employee’s progress.
Initiate a Skill-Gap Analysis
After a new person is hired, there are certain aspects of their job they could improve on. A skill-gap analysis will help achieve this by ensuring that the employee is well-equipped to carry out their tasks and duties from the start and help them successfully come out of their probation period.
Show the employee that the organization cares about the training and development of its employees. Strengthen and build the image of a positive employer for which one will want to work in the long run.
Organise frequent meetings
Try to know the employee more personally and help them create cohesion between the team or department members. Do this right from the start. Whether through team-building activities you plan during the induction process or a simple dinner out with colleagues. In addition, try to establish good relationships as new employees get started. Strong peer-to-peer relationships are significant in creating motivation and engagement.
Offer an Employee Handbook
An employee handbook must complement the induction process as it supports the new hires in understanding the company and their job. Provide employees with something they can always refer to. It must set specific objectives and goals at each step in sync with the organization’s strategy. Recruitment and induction being is the first touch-points of the employee lifecycle and is very crucial.
Author Bio:
Denny martten is a marketing professional with a multinational company in America. He is also a part of MyAssignmenthelp.com and supports students to get better at academics. Smith likes to work toward social causes and, in his free time, goes for long drives. Smith is also associated with NGOs related to women’s development and employment.
