The Process of Filling a Job Vacancy

THE PROCESS FOR FILLING A JOB VACANCY 1

TheProcess of Filling a Job Vacancy

Employees play asignificant role in any organization. Therefore, it is important toget the right position to fill the gaps and vacancies once they areidentified (O`Meara, and Petzall, 2013). The following procedure willguide the employer in the recruitment process. The first step is toidentify the vacancy and evaluate if it is needed. The employershould consider the contribution of the newly created vacancy inachieving the organizational goals. A job analysis is done, and thedata from the following fields is required. Tools and equipment thatwill be needed, the environment, duties and tasks (Roberts &ampInstitute of Personnel and Development, 2005). After doing a jobanalysis and evaluation, a list of expectations should be createdthat will help in developing a job description.

The second stepis developing a position description that will provide a firstimpression of the required individual and be the basis for developinginterview questions. Thirdly is the development of a recruitment plan(Billsberry, 2007). This will entail the time within which theexercise should be carried out, advertisement posting period andpreparing resume banks. The next step is selecting a search committeeto ensure that the candidates selected for interview are evaluated bymore than one person to avoid bias.

The fifth step is the implementation of the recruitment plan throughposting the position to the career sites and use of other methods toadvertise and invite the interested individuals for evaluation. Afterthe application period is over, an applicant review is done, and thesuitable candidates are shortlisted for the interviews. The seventhstep is conducting the interview whereby the select committee willdiscuss the interviewees before moving to the next phase of hiringthe most suitable candidate (Billsberry, 2007). Lastly, therecruitment is finalized by forwarding the successful names to the HRcoordinator as the candidates bare notified to report to theirrespective duties.

References

Billsberry, J.(2007). Experiencing recruitment and selection. Chichester,England: John Wiley &amp Sons.

O`Meara, B., &ampPetzall, S. B. (2013). The handbook of strategic recruitment andselection: A systems approach.

Roberts, G., &ampInstitute of Personnel and Development. (2005). Recruitment andSelection. London: Institute of Personnel and Development.