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The selection of potential human resources is a crucial period in the management of personnel. This process is a series of sequential steps for the professional selection of staff and the formation of HR reserves. Selection is carried out according to the specifically developed system, criteria, and devices. In the process of selection, a part of the candidates is eliminated as a result of non-compliance to certain requirements, or if they fail the procedure and make irresponsible decisions. The entire sequence ensures that minimum errors are made. Selection in Singapore Chemical Systems Technologies Company (SCST) is carried out taking into account the specificity of the company and further cooperation and development of business in Singapore.
Differences between Recruitment and Selection
One of the most important system tasks of HR department is selection. It is a system of targeted actions that attract job candidates with appropriate qualities that are needed to achieve the goals of the organization. This procedure differs from recruitment by the fact that the latter is a broader concept, which includes job description, the analysis of the market with respective vacancies, the search for candidates, and the selection of the best applicants. Selection is a choice of the best worthy applicants for the vacancy.
These two processes are interrelated. Recruiting of SCST staff is the first step in the process of filling vacancies. It includes a study of the characteristics of a vacancy, the review of the conditions that attract suitable candidates, and the establishment of contact with them. Selection is the next step of assessing the candidates, which is conducted by various means. The selection procedure guides decisions regarding the most suitable candidate and a following proposal to occupy the vacant place. The ability of HR managers to pick up applicants according to the criteria of selection and managerial professionalism can blur the boundaries of the processes of recruitment and selection in different enterprises. Recruitment characterizes the initial interaction between the individual and the organization. However, the selection requires a more thorough analysis of the conformity of quality applicants to the criteria of selection. Thus, recruitment and selection are closely intertwined. They are different, but complementary and common for HRM. Qualitative selection will increase the company's profits, raise its productivity, improve the spirit of staff, and will allow the company to develop.
Sources for Recruitment
There are internal and external types of sources of recruitment. Internal sources are formed by the employees of an organization, while external sources come from the external environment of the company. Outer sources are more common, as the company's assets are limited. External sources can be divided into cheap and expensive classes. Low-cost supplies include state employment agencies, contacts with universities, and similar types. Costly resources include recruitment agencies, publications in mass media (print, radio, and television), etc.
Most organizations prefer to recruit mainly from the domestic market. The promotion of local employees is cheaper. In addition, it increases their motivation, improves socio-psychological climate in the team, and strengthens the attachment of employees to their organization. According to the theory of expectations with regard to motivation, it can be assumed that if employees believe that their career depends on their degree of efficiency, they will be more interested in increasing their own productivity.
Recruitment Sources and Jobs in SCST
As SCST is a young and newly launched business without any significant experience of managing its own HR, the staff of the company is supplemented by external candidates. New business is not provided with the composed staff with stable and already recognized skills and experience. Even if SCST decides to recruit Japanese colleagues, the leaders of SCST will involve external sources into the hiring process.
Jobs intended to be filled by SCST relate to the launch of a new facility for production of biotechnological products in Singapore. This technology is a unique combination of processes that are experimentally conducted only in Japan. Therefore, domestic installation procedures require fifteen Singaporean supervisors and thirty Singaporean senior operators with appropriate skills.
Qualifications, Skills, and Attributes
The selected applicants for these jobs are expected to have expert skills in biotechnology, biology, chemistry, management as well as the knowledge of technical processes, materials compatibility, and manufacturing equipment. They should have no less education than a Master or Ph.D. in biology, technology, or chemistry and must have certificates upon completion of related courses. The necessary attributes are the knowledge of English and Japanese, practical experience in biotechnology for at least two years, and an ability to work with various teams and equipment well.
Hiring Process in SCST
The process of hiring new employees in SCST will rely on the recruitment of the most suitable candidates for the vacancies and their selection according to the predefined criteria. As the leadership of SCST has decided to conduct the training in collaboration with the Japanese-associated company, these procedures will constitute the primary selection trial for the recruited candidates. Their further success of passing these experiments and practical execution will be second and ultimate selection criterion, which will indicate their basic performance level and their own definitive employment.
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Criteria, Characteristics, and Skills Used for Selection
Method for Resumes’ Sorting
The filtering of resumes of applicants under the condition of their exceeding number can take place separately with the help of the following methods:
- Definition of the competent job description, which allows weeding out part of the candidates who do not meet the expectations of SCST;
- The requirement of a cover letter that will help select the candidates who are really interested in this job at SCST;
- The correct algorithm of reading every resume is a necessary condition for fast and efficient selection, so the orientation of the selector should be on the key pieces of information (i.e. job title, expected level of income, education, and achievements);
- Relevant questions and tests can be prepared in advance.
The Selection of Promising Candidates and Interview Structure
The selection will proceed with an initial interview. Its goal is a more detailed acquaintance with the applicant to determine his/her suitability for future work in SCST. During the interview, the applicant has to obtain information about the company and its future activities, which will determine the extent of his/her interest in the offered job. The main goal of the interview is the conversation with the applicant. Prior familiarity with the nature and terms of the future work stipulated in the job description is mandatory. As a result, the applicant can come to the conclusion that this work does not suit him/her. A specialized interviewer represented by one of the leaders of SCST may conclude the appropriateness of hiring this person. The selected part of the applicants will be allowed to move to the next stage of selection.
An interviewee must demonstrate professional competence in biology or related science, a decent level of academic education, knowledge of foreign languages, practical ability to perform biotechnological procedures and interpret their results, strict adherence to established protocols, and leadership skills. These competences are considered beneficial for working for SCST successfully.
The first part of an interview covers the information about the peculiarity of SCST, its internal procedures, the order of accountability, and basic statements about future plans. The second section of an interview is focused on the system of evaluation of the candidates’ performance, compensation, career opportunities, responsibilities, obligations, rights, and their place in the organizational structure of SCST. The next section examines professional achievements, work experiences as well as professional and personal qualities. The last part is based on the relevant and provocative tests and cases.
The interview method described above is the most applicable technique for the implementation of SCST’s selection process, as it reflects the peculiarities of working for SCST and adhering to its mission and objectives. The prior knowledge of relevant information possessed by the applicants allows to determine the interested people that will be able and ready to handle these unique biotechnology jobs in Singapore. The abovementioned interview sections dedicated to the verification of professional and personal skills will allow to establish complete conformity to the offered job in a narrow sphere. The section that consists of tests and cases will reveal the practical reaction and an ability of the applicants to apply their skills in specific situations.
The Description of Expected Tests and Suggested Devices
The test will contain the questions about the possible reaction of an applicant to emerging problems and obstacles while developing biotechnological projects. In addition, part of the questions will relate to the search of alternatives to particular bioengineering methods. Additional hypothetical situations will verify the trustworthiness of their answers. Lastly, the issues related to the compatibility of exploited materials and processing equipment will be added.
The application of a qualifying exam, the request for an estimated description of optimal outcomes in biotechnology, and role-playing games may be used as supplemental devices. They will allow to select the right individuals. They may also complement the interviews.
The Rationale for the Chosen Devices and Possible Interview Pitfalls
The chosen devices will be useful at the interview stage to ease the selection of the candidates as well as reveal their skills and knowledge. These devices ensure high validity, as they are based on practical professionalism and competency. Therefore, these selection devices are relevant in the sphere of biotechnological activity of SCST and its international collaboration. Nevertheless, the interviewers should not focus on the personal qualities instead of the professional traits of the candidate. Additionally, it is incorrect to assume the relationship between the practical experience and a promising career to be adamant. What is more, the subjectivity of an interviewer and the breadth of the candidate’s specialization will ensure success during an interview.
The Selection System
A Formal Report
The hiring process in SCST will start from recruitment. The company will attract the attention of the Singaporeans’ who are skilled in biology, chemistry, or biotechnology and able to collaborate with the Japanese colleagues. The recruitment process will mainly use external sources, as the organization is an innovative and newly launched project that has not yet employed people.
The next stage of the hiring process will be based on the application of selection devices. This toolset includes interviewing of the candidates. The structure of an interview covers preceding information about the company’s profile, immediate description of the offered job places of biotechnological supervisors and operators, questions that verify professionalism and personal traits, and applied tests. The selection devices may include additional tests or exams, role-playing games, and requests of optimal performance.
The choice of the devices is explained by the peculiarities of the business. SCST will determine the criteria for interviewing and selecting the candidates with the help of the Singaporean and Japanese partners. A common business line will dictate the requirements for the recruitment and selection of the candidates. The ultimate selection stage is the positioning of the candidates in practical collaboration with the Japanese instructors. Final training will be an indicator of the level and depth of application of professional and personal characteristics of each candidate. Then, the results of this training will be estimated in the domestic market, which is an optimal environment for the determination of the consequent development and growth of SCST. The selected candidates who will be ready to become competent employees of SCST will help with the company’s expansion plans.
Return of Investment (ROI)
Sending the selected candidates to practice in the Japanese company will be a kind of test and an investment in these potential workers. The obtained knowledge will be subject to further theoretical and practical examinations and trials in domestic environment of SCST. If the results of SCST’s growth and profitability satisfy the mission and the expectations of the company and its stakeholders, the ROI will be justified and will increase. If SCST cannot meet at least its annual plans on the basis of optimal equipment, it will mean that the ROI is too low. The Japanese partners should be involved in the estimation of the company’s ROI.
Recruitment includes personnel search, evaluation and hiring of people who possess the right competencies, share the values of a company and are willing and able to work for its expansion. The hiring process in SCST considers selection to be the stage that is responsible for choosing the right candidates who are familiar with the biological technology. Furthermore, they will be responsible for the development in collaboration with the Japanese-associated company. The procedure will be based on thoroughly developed and valid plans and devices. Employee selection devices will include interviews, requests for optimal condition, ultimate exams, and role-playing games. Every interview will be carefully designed and structured. Such a structured selection process will reflect the specificities of the company and its development plans in Singapore.