The recruitment process can often be a daunting task for most managers. Finding the right technique for one to use in some cases appears only to be just but an illusion. Some methods have been proven to work effectively while others have been chastised for the problems they have ended up creating. In this case, when training a manager regarding the selection, hiring and termination of workers, there are a number of factors that should be considered as will be elaborated in the course of this analysis.
Selection
In regards to selection, the manager should hire employees based on the set out standards within the industry. Selection can be specified as a means of hiring the right individuals at the right time to perform the right task. It would be advisable for the manager to follow the eight processes specified for the selection criteria, namely: Job posting, recruitment, application review, interview, selection tests, reference, conditional offer, background check, check and selection test.
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In relation to job posting, the manger has to come up with five essential elements: The headline, narrative, needs, benefits of the position being offered, and invitation. Also, he should undertake a recruitment by coming up with a list of all the qualified candidates. An app review is then to be undertaken whereby the application forms are reviewed effectively. Once this has been done, the manager should call the potential employees for an interview where they should begin by asking basic questions followed by experience, self-evaluation, behavioral and closing questions. Afterwards, selection tests are to be issued to the candidates and later evaluated on basis of validity and relevance to the job. A reference should then be involved as a third party provided by the candidate for the manager to verify some of the information provided. There should also be an offer detailing the remunerations expected from this job. Finally, the manager can take up the initiative to run a background check on the preferable candidates in order to establish what might have been left out.
Hiring
When employing the selected individual, the manger has to ensure that they adhere to some specific conventions which ensure that discrimination is avoided in its entirety. One of the first things that they will be required to adhere to is the Equal Employment Opportunity laws which are against any form of discrimination. In the event that they fail to follow this, the Equal Employment Opportunity Commission is likely to take up the matter as required by the law. Secondly, the manager has to ensure that they comply with the payment Acts which are specified by the constitution. These include: Davis Bacon Act, Walsh-Healy Act, Fair Labor Standards Act, Equal Pay Act, and Fair Pay Act. They should also adhere to the Fair Labor and Standards Act which specifies the minimum payment standards for employees.
To further belabor on the above premise, the Workplace safety laws whose sole purpose is to protect workers, are additional regulations which the manager is expected to adhere to. The manager is also expected to adhere to the workers` compensation law whereby compensation is to be provided to employees who end up getting harmed. In general, the hiring entity has to be aware of all the laws regarding hiring of employees so that they can avoid making any mistakes.
Terminating
Termination of employees` work is likely to become the most difficult task that the manager will have to do. There are a number of recommendations that can be made to ensure that they execute the terminations in the appropriate manner. For instance, they should not fire employees unless they are doing it in a face-to-face meeting. This is due to the fact that such an individual is likely to publicize the matter on social media thus tarnishing the image of the firm. Secondly, an employee should not be dismissed without prior warning. Some people deserve second chances, and if the manager is positive that the worker will improve, they can choose to shelve the idea of termination for a while and watch to see if any progress is made. Thirdly, it is advisable for the manager to dismiss an employee in the presence of a witness who can later offer an account of what transpired. Terminations also have to be short and to the point. Besides, it would be ill-advised for the manager to make the employee to think that the termination is not final.
In the course of terminating an employee, it would be best for the manger to ensure that all company property is returned prior to exiting the firm`s premises. Also, the employee should not be allowed to gain access to their workstation or interact with any of the other firm`s employees since they are likely to engage in a smear campaign against the business and end up causing fear, anxiety and worry. Moreover, the access that the dismissed employee previously held on company information has to be terminated with immediate effect. Failure to do so may result in greater problems later on where the employee chooses to use the information against the company. In addition to this, the manger is supposed to end the termination meeting on a positive note. It would be best to let them know that they contributed valuably to the firm. Finally, it would be prudent for the manager to bear a checklist indicating every detail regarding the grounds for termination, failure to which a lot of stress is likely to be encountered.
