With the ongoing war for talent, it is crucial to get the right people for the job and at the right time. In order to do so, it requires an effective recruitment and selection process. The aim of this essay is to focus on the recruitment and selection process of Cameron Singapore Pte. Ltd. (Cameron). Two occupations are chosen for discussion, one of which is the skilled worker; Machinist, another is management level; Plant Manager. It will discuss the various activities taken by Cameron in the recruitment and selection process for these two positions.
The recruitment stages include online employee requisition, job analysis, job description, person specification and finally attracting candidates through internal and external sources. The selection stages include receiving and reviewing of resumes, preliminary screening by HR department, testing, unstructured interview, final interview, pre-employment checkup and placement on the job. Due to the level and responsibilities of the position, recruitment and selection stages may differ.
Apart from analyzing the effectiveness of the recruitment and selection process against staffing theories, advantages and disadvantages will also be discussed. Based on the analysis, improvement recommendations will be suggested to help on improving the processes so as to increase the effectiveness of the processes. INTRODUCTION “Hiring a new employee is like a box of chocolates: you never know what you are going to get” (Frankenfield & Kleiner, p. 24). Hiring begins with the recruitment process followed by selection process.
This essay will aid in understanding that there are various components involved in the two processes. The two processes include job analysis methods; job descriptions and person specifications; recruitment and attraction processes; selection interview and testing techniques; medical examinations and reference checks; and evaluation strategies. These are critical components as they ensure that the right people are placed at the right job and at the right time. ORGANISATION PROFILE Cameron Singapore Pte. Ltd.
is a leading international manufacturer of pressure control equipment for oil and gas drilling and production in onshore, offshore and subsea equipment. Cameron’s products are the leaders in high-technology pressure control equipments for the oil and gas industry – from Blowout Preventers (BOP) and wellheads for land applications to complex subsea production and control systems. The company generates annual bookings in excess of $5 billion with more than 16,000 employees at more than 250 locations around the world.
Cameron is headquartered in Houston, Texas and derives approximately 2/3 of its business from outside the United States. With an office based in Singapore, Cameron started operations in Singapore in the year 1973. From a humble start averaging about 150 employees, the workforce has gradually increased and Cameron now employs about 700 persons ranging from professional, six sigma business leaders, technical specialists to skilled craftsmen. Appendix A depicts Cameron’s mission and vision to be the world class manufacturing organizations in providing excellent products and customer service.
CHOOSEN OCCUPATIONS: MACHINIST AND PLANT MANAGER Cameron is categorized under manufacturing sector; therefore in order to meet the market demand it is necessary to have adequate manpower. Recruitment of candidates ranges from technician such as Machinist, Welder, Assembler and Inspector to executive and management level. Recruitment methods used are either internally or externally depending on the organisation requirements and types of positions to be recruited. The choosen occupations for discussion will be Machinist and Plant Manager.
STAGES OF RECRUITMENT Firstly, Cameron realizes that there is a vacancy in the organisational hierarchy which needs to be filled. The reason could be due to dismissal, death, promotion or retired. Next, department head has to gain authority to recruit by completing an online employee requisition stating the justification for recruiting. This also involves human resources management and the budget. Then, the company will have to consider if it is a new job. If yes, there is a need to draw up a job description and specification.
If it is not a new job, then the company will review the existing job description and specification. Appendix B shows the job description and specification for Machinist. A more detailed job description and specification for Plant Manager as shown in Appendix C is essential as it is a management level position which holds higher responsibilities. The next step is to agree on methods for attracting applicants, it will be either through internal or external sources. Decision on which sources depends on the job and people available.
Such as for Machinist position, the company might want to advertise on newspaper as most applicants are less educated therefore tend to rely more on traditional source. Also, it may advertise via internal source such as job posting on notice board for employees who wish to have a change in work scope. Alternatively, if it is a high rank position on a great salary such as Plant Manager, the company might seek assistance from headhunters. STAGES OF SELECTION After all the recruitment process is completed and all the candidates have submitted their application forms or resumes, then the selection process takes place.
Starting with short listing candidates by reviewing application forms and resumes received and decide which ones are the most suited to the job description and person specification. Those unsuitable candidates will be weed out so as not to waste time. Next, HR department will call up the chosen candidates and arrange for interview. Before commencement of the preliminary screening by HR department, candidates will be given intelligence test and technical test to measure their intelligence/’IQ’ and their technical knowledge on the machines and tools.
Subsequently, unstructured approach of in-depth one-to-one interview will be conducted by supervisor. Final selection by department head will be carried out based on the interview outcome and test results. Successful or unsuccessful candidates will receive phone calls from HR department. Successful candidates will then be required to go for pre-employment checkup and it is the company responsibility to ensure compliance by adhering to the rules and regulation.
Such as foreign workers must possess a valid work pass and deemed fit for employment by the doctor before appointment on the job. The above selection process is relatively similar for Plant Manager’s position; the differences are that intelligence test and preliminary screening by HR department are not required. Instead, the candidate will first be interviewed by the Operation Manager then proceed to the second interview with the Manufacturing Director and HR Director and the remaining steps will follows.
