Since they play a critical role in determining organizational performance, the recruitment of employees should be done carefully and in full compliance with recruitment guidelines. It is important for firms to ensure that the employees they hire possess the qualities, traits and qualifications required for a particular position. Additionally, firms need to develop job positions which are in line with their objectives and vision. As they do this, firms create a climate that allows for the accomplishment of set objectives. While all firms would benefit from a well-designed and carefully constructed recruitment process, large firms enjoy the greatest benefit. In the recruitment of the HR recruiter, the firm should begin with a job analysis before placing the announcement for the position.
Importance of Conducting Job Analysis
Conducting a job analysis is a critical component of the recruitment process. Essentially, the job analysis is concerned with determining the demands of a particular position. While performing the job analysis, firms identify the qualifications and traits that an individual must possess to be appointed to a particular position. There are a number of important functions that the job analysis serves. One, through the job analysis, organizations are able to determine the duties and responsibilities of a particular office (Prien et al., 2009). For example, for the HR recruiter, the job analysis should reveal that some of the roles include recruiting employees and offering training. Two, by conducting a job analysis, firms establish a benchmark against which the performance of an employee is to be measured (“Job Analysis and Description” , n.d). For instance, because the job analysis outlines the duties that the employee is required to perform, the results of the analysis can be used to determine if the employee is executing their responsibilities as expected.
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The discussion above has identified some of the functions that make conducting a job analysis important. In addition to these functions, a job analysis is also useful for gaining an understanding of the significance of a particular job. By performing a job analysis, organizations are able to determine how a particular position compares with other jobs. This can be useful for determining the salary and benefits to offer the employee who performs the job. Another importance of conducting a job analysis is that it makes it possible for firms to understand the conditions under which a certain job are performed and the amount of time and resources needed to perform the job (“Job Analysis”, 2012). Overall, the job analysis is important as it ensures that employees who are recruited to fill a position are able to excel in that position.
Benefits of KSAOs
The recruitment process is complex and is made up of a number of elements. The knowledge, skills, abilities and other characteristics (KSAOs) are some of these elements. Essentially, KSAOs captures the competencies that an employee should possess if they are to meet the demands of a certain position. KSAOs vary from one position to another. There are a number of benefits that firms enjoy when they use KSAOs as part of their recruitment process. One of these benefits is that KSAOs provide firms with a practical and reliable method for distinguishing between applicants who are qualified and those whose competencies fall short of the required standards (VA, n.d). Another benefit of KSAOs is that they enable candidates to prepare and prove their suitability for a job. For example, suppose that a firm has advertised a vacancy and has included the KSAOs required for the job. Using the KSAOs, candidates are able to determine their suitability and produce the evidence to prove that they indeed possess the required KSAOs. That it allows firms to highlight the critical skills, knowledge, traits and competencies that employees must possess is another benefit of using KSAOs (CDC, n.d). In an effort to recruit the right candidate, a firm could adopt weighted KSAOs. This means that the company prioritizes KSAOs to enable applicants to ensure that they possess these KSAOs. Overall, the KSAOs capture the demands of a job and is a powerful tool that firms can use to identify the candidates that are best suited for the job.
Role and Qualifications of HR Recruiter
The organization wishes to hire a HR recruiter. Before proceeding with the recruitment, it needs to develop an outline of the roles that the recruiter will be expected to perform. Moreover, the company should stipulate the qualifications that the successful applicant needs to possess. Given the complexity and the scope of their operations, Fortune 500 companies serve as the best models for determining the roles and qualifications of the HR recruiter. Roy Mauer (2017) penned an informative article in which he sheds light on the failures and shortcomings of Fortune 500 companies with regard to recruitment. Some of the shortcomings hampering the HR initiatives of these companies include failing to engage in HR marketing (Mauer, 2017). This shortcoming will serve as the primary foundation for the recruitment of the HR recruiter. One of the roles that the recruiter will be required to perform is to overhaul the hiring process by adopting aggressive marketing campaigns. The recruiter will be expected to leverage such tools as social media to enhance the company’s digital presence and attract candidates. Other roles that the recruiter will perform are those that are typical for this position. They include liaising with recruitment agencies, conducting the actual recruitment exercise, and onboarding the successful candidates. Identifying staffing needs and monitoring employee performance are other roles of the HR recruiter.
For an employee to satisfactorily perform their role, they need to possess certain qualifications. This is certainly true for the HR recruiter. One of the qualifications that the recruiter should possess include a Bachelor’s Degree in such fields as Human Resource Management. The recruiter should have knowledge in such issues as employment law, compensation management, labor relations and employee training and development, among others. Skills will also play a vital role in the job of the HR recruiter. Budgeting, effective decision making and communication are among the skills.
Job Announcement
The discussion above has identified the qualifications and the roles of the HR recruiter. Offered below is an announcement for the HR recruiter position.
VACANCY ANNOUNCEMENT
Zenith Technologies is a pioneer in the development of innovative solutions that drive human progress. The company is seeking to fill the position of Human Resource (HR) recruiter.
Key Roles and Responsibilities
The successful candidate will be required to perform the following roles and responsibilities:
Screen applicants
Monitor the interview process
Onboard successful applicants
Resolve HR related issues
Undertake employee training and development
Liaise with representatives of the employees to address labor-related disputes
Review employee performance
Develop compensation and benefits packages
Qualifications
To be considered for the HR recruiter position, the applicants must meet the following minimum qualifications:
A Bachelor’s Degree in Human Resource Management or other relevant field
7 years’ experience in a similar position in a company with at least 200 employees
Knowledge of employment law, labor relations, employee training and development
Communication and conflict resolution skills.
In conclusion, the importance of adopting effective recruitment strategies cannot be overstated. Through these strategies, firms are able to align their HR function with their vision and objectives. KSAOs constitute an integral component of the strategies. They enable firms to ensure that recruited candidates are able to cope with the demands of a job. To determine the KSAOs, firms need to conduct a thorough job analysis. The analysis is important as it allows companies to establish the roles and duties that an employee will be expected to execute. For the organization seeking to recruit a HR recruiter, it can be expected that the successful candidate will excel in this position since the vacancy announcement fully captures the demands of this position.
References
Centers for Disease Control and Prevention (CDC). (n.d). The importance of KSA’s (knowledge, skills and abilities) in the federal application process. Retrieved September 24, 2018 from https://www.cdc.gov/hrmo/ksahowto.htm
Job analysis and description. (n.d). American University of Beirut. Retrieved September 24, 2018 from https://website.aub.edu.lb/hr/compensation/Documents/job_analysis_description.pdf
Job analysis: how do I conduct a job analysis to ensure the job description actually matches the duties performed by the employee in the job? (2012). Society for Human Resource Management. Retrieved September 24, 2018 from https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/conductjobanalysis.aspx
Mauer, R. (2017). Fortune 500 graded “C” in recruitment marketing. Society for Human Resource Management. Retrieved September 24, 2018 from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/fortune-500-graded-recruitment-marketing.aspx
Prien, E. P., Goodstein, L. D., Goodstein, J., & Gamble, L. G. (2009). A practical guide to job analysis. Hoboken, NJ: Wiley.
U.S. Department of Veterans Affairs (VA). (n.d). What are KSAs? Retrieved September 24, 2018 from https://www.vacareers.va.gov/application-process/navigating/ksas.asp
