Human Resources: Establishing a Business Need for Recruitment

1. Identification of the vacancy:

Managers are responsible for establishing a business need for recruitment and for justifying the need to fill the vacancy or the need to create a new position.

A Manpower Requisition Form needs to be filled by the respective regional or functional managers then approved by senior mangers before the recruitment process can be initiated by Human Resources.

The recruitment and selection process should not proceed until a full evaluation of the need for the vacancy has been established against the budget and the strategic plans.

The line Manager together with Human Resources must identify a salary range and job grade for the position. The line Manager must then have the requisition approved by the Managing Director before returning the approved Employee Requisition to Human Resources.

2. Job description& specification:

A job description and person specification must be prepared and continuously updated by Human Recourses for any vacant post that is to be appointed.

The job description should precisely reflect the components of the post.

The person specification have to specify both the substantial and required criteria in terms of skills, qualifications, competencies and experience for the job, which should be related to the job and applied to all the applicants.

The person specification should be written carefully to ensure that criteria used don’t discriminate against certain groups of applicants.

3. Advertising:

On receipt of the approved employee requisition, Human Resources will draft an internal advertisement which will be circulated, ensuring that all vacancies are advertised internally and brought to the attention of all employees.

External advertisements will be drafted and advertised in the...

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...ven we find them suitable to the position.

Human Resources together with the line Manager will conduct at least two reference checks.

7. Offer of Employment:

Once Human Resources and the line Manager are satisfied with the references of the suitable candidate, an offer of employment must be discussed.

Human Resources will prepare an offer of employment which must be signed by the General Manager. Once the candidate has accepted the offer, a formal contract of employment must be prepared and the relevant documentation must be completed and signed.

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8. Employee Orientation(induction):

An orientation programme for the new employee will be arranged by Human Resources. Human Resources will notify the new employee’s line Manager and other relevant departments of the new employees’ name, department, official starting date and any office requirements that may be needed.