Internal recruitment plan internal candidates should

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internal recruitment plan internal candidates should follow the agreed procedure to avoid instances of compromising. Their names are then compiled with those of the external candidates. During this phase talent sourcing is very essential. It can be achieved by searching through all
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RECRUITMENT AND SELECTION PROCESS 12 platforms including social media platforms. The hiring manager should constantly monitor all these activity to make sure that it is running smoothly and transparently. In some cases the organizations do not meet their thresholds so they end up conducting fresh advertisements retaining the recruits that they had earlier enlisted. Reviewing applications and shortlists Candidates considered should be the only candidates who have submitted their applications before the deadline time. At this stage it is important for the candidates to be reviewed and have a chance to be considered for the opening. The review is conducted by the initial committee that was selected by the hiring manager. Conflict of interest and biasness should be avoided at all cost in the review process. All members in the committee have a chance of reviewing the candidates’ particulars including commenting. All the processes of identifying the applicant’s information are followed and can include phone screening. Such information includes salary requirements, adaptability towards the new working environment as well as any other important requirement that the committee needs. After that process has become successful the hiring manager prepares notes about the comments made by the committee. The notes are then submitted to the management board for consideration and final approval. After the management approval applicants should be conducted through the means they provided in their resumes for interviewing. The management may fail to approve the recommended applicants for some inevitable reasons like if the names do not reflect the wishes of the company or the society (Stredwick2013) . In such cases the names are returned to the committee to consider including those names of interest. Once the names have been included then the candidates are called for an interview.
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RECRUITMENT AND SELECTION PROCESS 13 Preparing and conducting of the interview This is the most important process in the hiring and recruiting process. All the resources needed including notebooks, board rooms, polygraph machines and stationery are requested by the hiring manager. Once the resources have been provided and the site of the interview is identified as well as the process has received a management approval the interview kicks off. Interview questions are chosen from each skill or competency. Applicants resume should also be attached and reviewed at this stage. The particular interview questions are the arranged systematically according to their weight. The interviewing committee should be well conversant with this question to avoid any instance of confusion as they are interrogating the candidates. If a
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  • Fall '16
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