The Language of HRM

The Language of HRM

Executive Summary

The purpose of this paper is to reflect on the recruitment process undertaken and highlight the strengths and weaknesses of the candidate recruited. On the other hand, the paper will also outline any considerations to be made in terms of the Equality Act (2010) which should be adhered to during the recruitment process. The process is good and acceptable as it incorporates most of the variables that are needed in recruitment. The procedure was good and it was chronological. The questions were well arranged to ensure that they do not confuse the candidate and result in poor results that might results in the loss of good candidates Based on the interview provided by the candidate in relation to the notes made during the interview, I found the candidate to have various strengths and they surpassed his weaknesses. The recommendation is the job description should be made of specific to capture the best employees in the field.

Introduction

The recruitment process is a rather important process as it enables an institution to fetch the best quality of workers or employees. In this regard, the process should be well customized and standardized in such a manner that it is able to capture the best out of the recruits. From the job description to interview process the process should be counter checked to ensure that is flawless.  On the other hand, the recruitment process should be flexible and dynamic to deal with all the variables that might occur in the process. For instance, the recruitment process should be in a position to accommodate people with disabilities as a social requirement. The objective of this paper is to reflect on the recruitment process undertaken and highlight the strengths and weaknesses of the candidate recruited. On the other hand, the paper will also outline any considerations to be made in terms of the Equality Act (2010) which should be adhered to during the recruitment process.

Analysis and findings

Reflecting upon the recruitment process undertaken, I can suggest that the process is good and acceptable as it incorporates most of the variables that are needed in recruitment. The procedure was good and it was chronological. However, I will love to make recommendations on how the process can further be standardized for future recruitment needs.  One of the recommendations is that it relatively important to train the hiring officers prior to the process and avoid making assumption that they are well equipped to handle the process.  Notably, training of the hiring officers is very necessary to raise the bar on the candidate’s quality and knowledge. It is also essential in regard to the current rapid change and shift in technology that constantly changes the job description of individuals and the required competence of the candidates. Another recommendation is on the simplicity of the recruitment process. A simplified interview process ensures that there no flaws in the process. The process is also cheat proof to ensure that only the good and qualified candidates are recruited.

Based on the interview provided by the candidate in relation to the notes made during the interview, I found the candidate to have various strengths and they surpassed his weaknesses. On the part of experience, the candidate had a long experience that way surpassed the one described in the job description. He has been working  in areas related to English including teaching since 1997  and this implies that he has more than enough experience to deal  with students. Another strength is that he has taught English both in native countries whose English is a natural language and also in foreign countries where English is a foreign language. Therefore, he will be able to handle patiently foreign students who might find it difficult to cope with English classes due to the challenges involved. Also his skills in other areas such as editing  and Director of studies will be instrument for the department as he will be able to provide essential insight on how to develop  and customize the language department in such a manner that it address the problems  facing both the native and foreign students.  I found little no flaws in his CV and appearance despite his inability to maintain eye contact which might be one of his personal weaknesses which I could not discriminate professionally. Otherwise, on the other parameter I found him fit for the job and I can offer my recommendation.

Based on the Equality Act (2010), there are various considerations that should be made during the recruitment. One of the considerations is on gender equality. On this front, all the candidates should be given equal chance despite their gender and this will even ensure that there no gender bias even in the work place. On the other hand, the recruitment should ensure that it does not have a bias based on somebody who has  a protected  characteristic  and it should apply  a uniform  definition of indirect  to all the individual who are protected.  Still, the recruitment process should be well customized to ensure that it does not discriminate against on people with disability. It should be open to all the participants with the abilities to teach English despite their physical challenges.  The process should also avoid age discrimination and it should consider both the young and the old in all fronts.

Conclusion and recommendations

In conclusion, the recruitment process is well-customized in a chronological manner, factor that makes easy to implement. The questions were well arranged to ensure that they do not confuse the candidate and result in poor results that might results in the loss of good candidates. The experience gap is exaggerated such that it results in age discrimination. My recommendation is the job description should be made of specific to capture the best employees in the field.