The Selection and recruitment processes can be used interchangeably in many organizations, but the two terms differ slightly in meaning. According to Legge, K. (1995), a selection is the process of choosing the best employees to fill a vacancy in an organization from a pool of job applicants. On the other hand, recruitment is the process of identifying and enlisting the best-qualified people who express interest in the vacancy using internal and external sources in timely and cost effective manner. Selection and recruitment system, therefore, means the process followed by groups to fill the job vacancies. In government organizations, the most appropriate recruitment system in tandem with the considerations made for specific positions is discussed below.
Director of Digital Management or Information Technology
The role of the Director of Digital Management or Information Technology is to develop systems and databases of an organization that is to be used and to work with the Information and Technology team in achieving the goals of the organization (Legge, K. 1995). The recruitment process of the manager follows the following steps. One, developing of the position description where the duties are highlighted, for example, is developing the organization’s systems continuously to avoid obsolescence. Secondly, development of recruitment plans. Thirdly, selection of search committee to determine whether internal sources of selection will be most suitable or external sources. Fourth, the position of the director of digital management is posted and the recruitment plan implemented. Interviews are then conducted, selection of the most qualified person done and recruitment closed. The following considerations can be made as regards the position of the director of digital management: experience needed proficiency in computer packages, academic qualification and personal characteristics such as honesty. Secondly, the recruitment planning that is the nature of the job is considered, strategy development that is whether to make or buy the employee, the sources of getting the employees as regards the costs involved and finally screening of employees to fill the position.
The executive director of human resources.
According to Ichniowski, C., Shaw, K., & Prennushi, G. (1997), the process of selection and recruitment of the executive director of human resources follows the system of: identifying that a vacancy exists in the position, generating candidates’ pool via internal or external sources, evaluating the candidates via selection process, impressing the candidates and finally making an offer. To get a qualified person to feel the position of the executive director of human resource, the job description should be elaborated in such a way that the applicants who are expressing interest fully understands the requirements. The job description of the director should include: leadership roles for example participating in the Board of Directors in formulating the goals and strategic plans of an the organization, operational duties and management roles for example providing help to the board by arranging meeting agenda and providing useful materials, program arrangement and administration roles for example, managing the planning, management and evaluation of the organization policies and services, schedule planning and management functions for example, managing the planning, implementation and execution of special schedules in an organization, financial planning and management for example, participating in fundraising activities as appropriate and finally risk management roles. Considerations made here include the academic qualification for instance; an executive director must be a masters holder of degree in the field of Human resources, professional designation for instance, should be a Human Resource Professional, knowledge and skills required for example must have knowhow of leadership and management principles as they relate to voluntary organizations, proficiency in the use of computers, for example, should be in a position to use all Microsoft packages and finally the level of experience required for example, should have experience of five years and above (Ichniowski, C., Shaw, K., & Prennushi, G. 1997).
Budget analyst.
A budget analyst is a paramount person since all operations must be planned for. Just like the other positions in an organization, the recruitment and selection process followed in getting a replacement for a budget analyst include an occurrence of the vacancy, generation of candidate pool via internal or external sources, impressing of the candidates and finally making an offer to the candidates ( Cascio, W. F. 1986). When making a recruitment of a budget analyst, the following considerations should be made: working conditions, for example, a budget analyst should understand the mission of the organization and not work under pressure, experience of the candidates, for example, a budget analyst should have a minimum experience of five years, academic qualifications for example, a budget analyst should have qualifications in the accounting field so as to understand the implications of budgeting for a big organization, the personal characteristics for example, a budget analyst must be honest and a good time keeper because of the nature of the job in question, extra skills of the candidates, for example, an analyst should be in a position to work under pressure.
The position of a town manager is typically available in the local governments. According to Cascio, W. F. (1986), the roles of a town manager include but not limited to: attending all council meetings without necessarily having voting rights, supervision of day-to-day responsibilities of other city workers, preparation, monitoring and execution of the city budget and finally oversight of all hiring, disciplinary actions and to extreme ends, firing of employees. The selection and recruitment process include an occurrence of the vacancy, generation of candidates pool via internal or external sources, impressing of the candidates and finally making an offer to the candidates. The considerations raised in the recruitment and selection of the city manager include: experience level, for example, must have worked in the local authorities for the past two years, personal characteristics, for example, a good city manager should be kind to interact with the other staff members, academic qualification, for instance, a city manager should be competent and a graduate from a recognized university in order to be in a position of executing the responsibilities.
Police Officer.
A police officer has the primary role of offering security to the central government and the local governments. According to Becker, B., & Gerhart, B. (1996), on the job profile of a police officer, the following responsibilities can be listed : working alongside communities, providing a visible presence to deter crime, keeping the peace at public meetings of other government staff, conducting initial investigations in case need be, interviewing suspects, witnesses and victims in accordance with the relevant legislation. The recruitment and selection process to be followed is an occurrence of the vacancy, generation of candidate’s pool via internal or external sources, impressing of the candidates and finally making an offer to the candidates. An individual must meet the following considerations in order to achieve the ability of replacing a police officer: Language proficiency since the police officer is charged with the role of interviewing others, must be brave and courageous when handling suspects, must have worked as a guard and had experience on the job and finally must have met the minimum set academic qualifications established by the respective jurisdictions.
Social worker.
A social worker is an individual who works with young people and their families in the local and national governments including but not limited to groups like the elderly, juvenile offenders and homeless people. According to Kotey, B., & Sheridan, A. (2004), the roles of a social worker are: conducting interviews with individuals and families to assess solutions, offering information and support and finally participating in training and multidisciplinary teams and meetings. The process of recruitment and selection involves the: occurrence of the vacancy, generation of candidate pool via internal or external sources, impressing of the candidates and finally making an offer to the candidates. The consideration made as regards this position include but not limited to working conditions of the social worker, experience level required, personal characteristics needed, knowledge, skills and abilities required and finally the educational attainment.
In conclusion, government positions are filled through a well-organized system, and considerations such as experience level, academic qualification, personal characteristics and proficiency in the use of a computer are made to guide the recruitment and selection process and finally the best candidates to select.
References.
Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
Cascio, W. F. (1986). Managing human resources. New York: McGraw-Hill.
Ichniowski, C., Shaw, K., & Prennushi, G. (1997). The effects of human resource management practices on productivity: A study of steel finishing lines. The American Economic Review, 291-313.
Kotey, B., & Sheridan, A. (2004). Changing HRM practices with firm growth. Journal of Small Business and Enterprise Development, 11(4), 474-485.
Legge, K. (1995). What is human resource management? (pp. 62-95). Macmillan Education UK.
