The hiring process includes recruiting, selecting, and onboarding an employee. In this case, ParlaTech has to ensure it hires the best software developer by effectively following the procedures I will explain. The first thing is to recruit several candidates through various methods. One of the methods is by creating a job description advertisement. The advertisement description will include the tasks and requirements of the position, such as the education level, experiences required, and the qualities that the company is looking for from the software developer. In this case, the preferred candidate must be creative, a team player has excellent communication skills, respectful, among other attributes. Also, they must possess a degree in software engineering and at least two years of experience as the minimum requirements. According to Black and van Esch (2020) purpose of highlighting the job description is to ensure the right candidates are attracted.
Alternatively, the company can source applicants through job referrals or job postings. Many websites help organizations get the best talents by listing various job seekers and their qualifications. In this case, the company can use the indeed.com website, which would allow it to post the job description and attract candidates that meet the requirements. After sourcing several applicants, the next step is to conduct a formal interview, which in this case, will be one-on-one. A one-on-one interview would help identify the candidate’s personality, character, reasoning, and skills (Stephenson-Famy et al., 2015). The best place is to hold it at the organization’s premises and involve questions that would help assess the hard and soft skills of the applicants.
The next stage, which is selection, should be done carefully to ensure the shortlisted candidates meet the position’s requirements. It will involve carefully reviewing and evaluating the candidate’s opinions they provided during the interviews. The reviewer must be careful not to select the candidate based on bias and prejudice. To avoid this, they should be as objective as possible. However, since they are experienced in hiring, it is vital to incorporate personal opinions to a lesser extent. The key to successful onboarding is to interact and network with the selected candidate than just merely showing and telling them about their position. Also, the process will involve teaching them about the company, position, and anything crucial they need to know. However, it should be fun and engaging.
About the training, it will involve a plan that considers both professional and personal development. Based on studies, employees are satisfied and engaged in their jobs when the organization they work with develops them professionally and personally (George, 2015). There are several tips that will be considered during the training. Firstly, training will be done using interactive methods where the new employee will have a chance to observe and learn practically. Besides, it will incorporate games that align with the training to make it more interactive. Secondly, the training resources will be reviewed to ensure that they are up to date and align with the organizational goals and training needs. Lastly, the training modules will be divided to enhance understanding. As much as training a new employee is vital; training should be continuous throughout the employment.
The total rewards strategy for the new employee will involve several elements. Firstly, the employee will have a basic salary that is competitive and will retain them in the organization. They will receive a basic salary every month. Secondly, there will be compensation benefits, which are bonuses for exceeding a particular threshold on top of the basic salary. Thirdly, there will be individual benefits like health, paid vacation, wellness programs, and flexible work schedules. Also, there will be development opportunities where the employee can attend certification programs paid by the company and recognition and rewards in the form of gifts. These will help engage the employee, enhancing commitment to the work (Massingham & Tam, 2015). Thus, it will result in excellent productivity.
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Black, J., & van Esch, P. (2020). AI-enabled recruiting: What is it, and how should a manager use it?. Business Horizons, 63(2), 215-226. https://doi.org/10.1016/j.bushor.2019.12.001
George, C. (2015). Retaining professional workers: what makes them stay?. Employee Relations, 37(1), 102-121. https://doi.org/10.1108/er-10-2013-0151
Massingham, P., & Tam, L. (2015). The relationship between human capital, value creation, and employee reward. Journal Of Intellectual Capital, 16(2), 390-418. https://doi.org/10.1108/jic-06-2014-0075
Stephenson-Famy, A., Houmard, B., Oberoi, S., Manyak, A., Chiang, S., & Kim, S. (2015). Use of the Interview in Resident Candidate Selection: A Review of the Literature. Journal Of Graduate Medical Education, 7(4), 539-548. https://doi.org/10.4300/jgme-d-14-00236.1