VI.

Compare the current recruitment and selection process in your chosen organisation
with another organisation you are recommending.

Recruitment is the process of searching and hiring potential candidates for the
employment of the organization and encourage them to apply for jobs in the organization.
One of the main reasons that why recruitment process is carried out is to search for the
candidates who are well-qualified for the position that is vacant in the company so that to
help the company towards attaining its organizational goals. Recruitment creates a pool for
the candidates by encouraging them to apply for the job so that to attract suitable people to
apply for the job vacancies.

On the other hand, selection process consists of a series of steps whereby the
candidates in the application pool will be screen one by one so that to choose for the most
suitable persons for the job positions which are vacant. Usually, selection process will be
conducted by using the screening tools such as employment test, reference checking,
background checking, physical or medical examination and so on. Selection process helps the
human resource manager to select the best candidates for the job position out from the pool of
candidates.

Before conducting the recruitment and selection process through various methods, a
job analysis is conducted by the internal management team of Proton to understand on what
are the requirements that will be required to have in the new employee for the job position
that is vacant. After conducting a job analysis, the recruiters of Proton will then advertise the
recruitment for new employee post through media such as newspaper, magazines, radio or
television so that to encourage anyone who are interested to apply for the job. The recruiters
of Proton will also conduct a campus or university recruitment so that to recruit fresh
graduates or “new bloods” into the organization and at the same time provide job
opportunities for the fresh graduates. Walk-ins and unsolicited applicants are also potential
workers that the recruiters of Proton look for as they might bring-in new skills and ideas
which might be beneficial to the company.

Prior to the employment of potential applicants for the job, the recruiters will conduct
a few rounds of selection process such as reception and initial screenings, analysing the
application form, analysing the biographical inventories, selection testing and interview,
physical examination and reference checks. By conducting these processes, it will help the
recruiters of Proton to understand better of the applicants for the jobs so that to evaluate
whether are they suitable for the job position that they are applying for. This can also help to
ensure that the applicants will be able to improve the performance and of Proton and at the
same time also help Proton to achieve its organizational goals which is to become a
successful Malaysian automotive manufacturer globally.

The other organisation that we will be choosing for comparison purposes is Amazon.
Amazon is more focus on online recruiting than face-to-face recruiting. Firstly, applicants
will need to send in their resume and fill the job application through online. After submitting
the resume and job application, the recruiter will conduct a phone interview or online
interview via skype with the applicants to ask questions that are related to the leadership
principles and their application in the previous job. Most of these questions are behavioural
based questions and problems solving questions. These questions will create a first
impression to the recruiters.

After analysing the information collected from the phone or online interview, the
recruiter will inform the candidate if he/she have been successfully shortlisted for another
round of in-person interview and at the same time the recruiter will sent a link for a 30
minutes Virtual Job Preview to the candidate. The candidate will need to complete the Virtual
Job Preview online before coming for the in-person interview. During the in-person
interview, the interviewers of Amazon will encourage candidates to use ‘STAR’ answer
format to answer the questions asked by them. ‘STAR’ format means Situation, Task, Action
and Results.

Interviewers of Amazon will provide a challenging scenario for the candidate and the
candidate will need to describe the details of the scenario so that to provide a clear picture to
the interviewer that what is exactly happening based on their understanding. This can help the
interviewer to understand the ways of the candidate think and analysing. After that the
candidate must explain he need to be working towards which is to solve the issue. The third
part is that the candidate will need to come out with an action plan by providing the details of
the actions that he/she will need to carry out to solve the issue. This can help the interviewer
to understand better about the candidate in the way he/she handles and solve problem when
there is an unexpected problem occurs. Lastly, the candidate will need to describe the result
of the problem and be persuasive that the company should hire him as he can help to solve
problems.
 After coming to a conclusion for the scenario-based questions, candidates should
share some of their own leadership experience by providing concrete and factual examples to
help the interviewer understand them better. The candidate should also share his work history
and what he/she had learnt from previous work such as technical part that can be apply into
the company so that to create a better chance of getting hiring.

The candidate will need to attend an online new hire orientation if he/she has been
hired to learn about what it is like to work at Amazon, the workplace safety and the attire that
is required to be wear by them during their first day with Amazon. After attending the online
orientation, the candidate will receive an email with schedule details of their job scope and
first day of work. Formal attire will need to be wear by the new hired workers on the first
day.