ASSIGEMNET #1

Strategic Human Resource Management

1. What is an effective strategy for selection? Internal or external recruitment

will be opt and why?

Effective selection means finding and hiring the right employees for your organization and then

putting them into the jobs for which they are best suited.

In this scenario a general controller manages the financial matters of the company and assists, the

CEO have to make critical decisions. The process creating succession plan can often be tricky.

While new managers and outside hires are an option, they may not be appropriate in every

situation, for this reason a general controller should know the good, the bad and the ugly matters

within the company. A new hire may not be directly exposed to these kind of information.

So, its better to hair general controller manages within the company by internal recruitment

because Internal recruiting is an important aspect of any business as it can save time, money and

resources as compared to recruiting externally, also people already familiar with the business and

how it operates, Provides opportunities for promotion with in the business can be motivating.

2. If you are HR Manager then you will opt internal recruitment or external

recruitment? If yes describe the following steps of recruitment such as

resources of recruitment and interview procedure?

design our recruitment and interview procedure within the company meaning internal

recruitment plan for this following steps will used,

How to Recruit from Within Your Own Company

Taking into consideration the advantages, disadvantages and best practices outlined above, here
is a step-by-step guide for how you might go about implementing an internal recruiting strategy.

i. Set up your processes – get your internal job board running; decide who should be included
in making these decisions; and make a clear and concise policy for both managers and
employees. Having all of these set up before you roll it out to your employees will save you a
lot of time and headache in the future.
ii. Use an ATS (Applicant Tracking System) – adopting an internal recruitment strategy could
potentially inundate you with applicants. Have an ATS in place to easily keep track of the
entire hiring process of both internal and external candidates. This is paramount to hiring in
the most efficient way. A great ATS will also come with employee referral features built right
in.
iii. Encourage Your Employees – this strategy only works if your employees actually know you
want them to apply internally. Have a meeting with the managers at your company and advise
them to encourage employees to look at the internal job board regularly. This will ensure you
have a constant stream of qualified internal candidates.
iv. Screen – just because candidates are already employed at your company does not mean the
screening process should be any less rigorous. Make sure that people are applying for jobs
that fit their skill sets, and that your company would benefit more from a current employee in
a new role versus their current role.
v. Be Fair – the last thing you want is for your nifty new internal recruitment strategy to
backfire and cause negativity in the workplace. Have multiple stakeholders involved in the
interview and promotion process to quickly weed out internal candidates using a fair and
transparent process.
 vi. Give Constructive Feedback – not every person who applies for an internal position is going
to be qualified or a good fit for that particular role. You want to let unsuccessful internal
candidates down easy; a generic copy-pasted rejection email isn’t going to cut it. Offer advice
on skills to work on or certifications to pursue that would make them better suited for the role.
Suggesting other roles that may be a better fit is also a good way to ease the disappointment of
being rejected for a particular role.

3. Design and administer interview technique and process

Following steps are used while conducting interview,

1. Introduction

 Introduce yourself and

 Welcome the candidate respectfully.

 By greeting the candidate in a polite manner- relax the candidate

 Tell them a little bit about who you are and try to get a little personal, while still
maintaining the role of the interviewer.

 Next, get to know the person as an individual before jumping into the matter at hand.

 Be sure to have cleared the actual interview space from any kind of distractions.

2. Explain the interview process

 what they can expect from the interview and the estimated duration.

 This will help keep the interview organized and set clear objectives for both you and the
candidate.

3. Begin with the general questions you prepared

 The questions you ask play one of the most important roles during the hiring process.

 It’s important to ask about the candidate’s interest in the position.

4. Dig deeper

 Expand deeper with more interview questions related to the applicant’s previous answers.

 Be sure to listen attentively to the candidate so that you can ask follow-up questions
related to what he or she has said previously.

 Remember to maintain good eye contact as well.

 This action and attentiveness prove your seriousness towards the interview and most
importantly, show them you genuinely care.

6. What comes next?

 Everything has been covered and said…what next?

 Once you have all the information you need and both the hiring manager and the
applicant are satisfied with the interview, it’s time to explain the next steps of the
process.

 As a note, make sure you fulfill your word. It would be neither considerate nor
professional to leave the applicant hanging when they’re expecting a response.

8. Conclude the interview

 The way you close the interview is just as important as how you start.

 You want to show appreciation towards the candidate for having come and taken an
interest in the role. 

 Make sure to thank them for their time and assure them that you will be in contact with
them. Regardless of what your final opinion might be off the candidate, it’s always good
to leave them with a positive feeling.

 The way you see off the applicant contributes to the lasting impression they will have on
you and your company.