The Recruitment and Selection Process at SC Abonet SRL

Introduction

Recruitment is a crucial process for ABONET because its employees are a key factor for the organization. The company provides webhosting and web design services and recruitment is important, because webhosting but especially web design require skillful, passionate and creative people. The sites that the company designs rely solely on the web designers ability and talent. The company seeks the ultimate satisfaction of the client and in order to deliver this performance, ABONET needs the best people in the industry. The customers’ demands are high and so are ABONET’s demands of its employees. For this reasons the recruitment process is essential for the company.

Theoretical Aspects

Recruitment is a stage of a wider process that assures human resources capital for a company.

The overall aim of the recruitment and selection process should be to obtain at

minimum cost the number and quality of employees required to satisfy the human

resource needs of the company. There are three steps that should be followed for successful recruitment and selection:

1. defining requirements – elaborating job descriptions and specifications and also deciding what are the terms and conditions of employment;

2. attracting candidates – searching for alternative sources of potential applicants, both

inside and outside the company, printing ads, or hiring specialist agencies;

3. selecting candidates - evaluating applications, conducting interviews and assessing the candidates in general, and finally offering employment and preparing contracts for those deemed eligible.

Defining Requirements

In the first place the company should decide on the number and category of people required, based on its human resource plan. Later on, there will be demands for replacements or new posts to be filled (in the case of vacancies), and these requirements should be verified in order to justify them. Requirements for particular positions are set out in the form of job descriptions (or role definitions) and person specifications.

A job description is a collection of the basic tasks, requirements and responsibilities of a position that a certain employee will hold; it also contains all the objectives and functions specific for that job. In some cases for recruitment purposes, more information about the daily tasks may be provided during the arrangements for training and development and career opportunities. The description should also contain terms such as pay and benefits, or travelling requirements. In the job evaluation process the job description is important in taking decisions regarding salaries. Job descriptions may vary in a multitude of aspects; there are fairly simpler versions that provide a general description of the main tasks and also more complex versions that may emphasize more elaborate and thorough tasks. Essential parts of the job description are: ‘’job title, job location, the superior to whom the job holder reports, the staff that is responsible to the job holder, the overall purpose of the job, whether it can be full time or part time, most frequently performed duties with some indication of their importance’’. No job description would be complete without a person specification which defines the education, training level and competences required by the desired employee. It defines the minimum skills, abilities and personal accomplishments of a specific person required for a specific position. Another category is that of specific demands, meaning performances that the role holder will be expected to achieve, such as the development of a new product. One of the key conditions in taking the decision of hiring an employee is that his personal profile matches the candidate’s profile elaborated by the company.