Recruiting and Training Program for New Supervisors

Recruiting and Training Program for New Supervisors


Recruitingand Training Program for New Supervisors

Recruitingand Training Program for New Supervisors

Themanagement of the new business is keen to find the right people whowill serve as supervisors in different departments. This program hastwo main stages: the recruiting and selection stage and the trainingstage (Arthur, 2012). Both the two stages involve vital steps thatlead into each other. At the recruiting and selection stage has manyother sub-stages beginning with pre-employment preparations to theactual selection of the right applicants to fill the supervisorypositions. The training stage only involves those who will beselected as successful applicants for the positions. It is also worthmentioning that the recruitment and selection stage will come after arigorous pre-employment analysis that identifies the vital attributesand qualifications that applicants should posses to earn a selection.All future selection and recruitment exercise for the business willfollow a rubric that contains the pre-employment aspects thatdetermine the selection process.

Pre-employmentselection Criteria

Beforethe recruitment process commences, the pre-employment selectioncriteria involves a review of the job description of prospectivesupervisors, and developing an interview plan to be used in therecruitment stage. This identifies the most important elements thatsuccessful applicants should posses.

  1. Reviewing the job –Under this section, the job description is set with a comprehensive description of the key elements that applicants should possess. The elements include the required knowledge for the supervisory job, required skills and competencies, and individual abilities.

  2. Developing the interview plan – The interview plan is in two sections: the oral and written interview. The oral interview will basically test issues about the communication skills of candidates, their leadership skills, and the level of confidence, not to forget grooming. The written interview tests cognitive abilities and problem-solving skills of the applicant. In developing the interview plan, the recruiting team considers three basic items that will guide the interview structure and the questions to be included: 1) the questions should aim to extract from the candidate information which is related to the qualifications for the job and the duties of a supervisor. 2) A determination of the method to be used to rank, rate, and make comparisons of the gathered information from the candidates. 3) Provide mechanisms that prevent interviewers from asking questions that have no bearing to the job description and qualifications of the candidates.

  3. Evaluation of the questions: Evaluation of the crafted questions determines if they have covered key aspects such as knowledge of the applicant, skills, and individual skills. Evaluation also ensures that the questions have different structures. Some questions will need a specific answer, others will need explanatory answers. Candidates that show the same abilities should face the same questions so that the interviewers can assess their responses. The time each interviewee takes is determined during evaluation or based on past recruitment experiences.

TheRecruitment and Selection stage

Thisstage has six major steps that all applicants will go through toascertain their acceptability. The steps are: 1) Review ofapplications 2) testing of candidates 3) interviews (both writtenand oral) select the applicants based on the pre-employment criteriaabove 4) carry out reference and backgrounds checks on successfulcandidates 5) perform health checks through a registered doctor 7)recommend for the next stage (the training stage).

  1. Review of applications: the recruitment team should make notes about the details candidates include in the applications and resumes. Vague information requires follow-up and clarification from candidates or their referees.

  2. Testing the candidates: Testing involves a closer attention to the specific attitudes of the candidates. The questions in this section require responses that test the candidate’s on certain aspects of the role they will play in the business. For instance, test questions for the supervisor test the attitude of the candidate of supervisory roles and other employees.

  3. Interviewing: Written and oral interviews should be on different days to allow candidates to prepare adequately.

  4. Reference and background checks: Reference checks are vital for clarifying ambiguousness information, get specific information related to the job, and confirm the accuracy of the candidate’s information. Background checks aim to protect the organization from candidates with criminal pasts or any violation of the law. Successful applicants will fill a disclosure and authorization from that allows the company to get any information about the candidate from law enforcement bodies.

  5. Health checks: Health checks for qualified candidates are conducted at an identified hospital. This helps in determining how much the business will deduct for insurance cover.

  6. Recommendations for the next stage: This step entails correspondence to successful and the management and forwarding their names to prepare for training.

TheTraining stage

Trainingfor the recruited persons means that they have been selected amongthe pool of applicants unless otherwise stated by the recruiting andselection board of the business organization. The training sessionwill be designed in such a way that they increase the aptitudes ofthe recruited persons on leadership, provide specific and generalknowledge about human resource issues, and provide them with theskills to initiate the needed change in the new business environment.The session will involve a rigorous and in-depth interaction with thetrainers and fellow participants. The programs and workshops duringthe training sessions will include the following (each aspect willhave a separate session (The items listed are subject to amendmentsdepending on the needs of the organization) :

  1. The appraisal and Discipline Process- The recruits get information about the appraisal criteria and standards for the organization. This step also spells out the discipline policy for employees with an analysis of the actions employs should take when faced with disciplinary issues.

  2. Motivation and retention: Employees have an opportunity to understand what the organization does to motivate employee and also development actions that aim to retain employees for a longer time. They also have the opportunity to understand their responsibilities in advancing their career prospects.

  3. Time management: This step entails training employee about time and task management aspects of their position as supervisors. Significant aspects of training on time management include task scheduling, prioritization, identification of time wastage issues such as procrastination, interruptions, and poor communication and application of information communication technology aids to manage time.

  4. Leadership skills- Recruits need to understand the leadership role they are about to play as supervisors. Thus, the skills to be imparted in this step pay more attention to supervisory skills.

  5. Diversity – Supervisors receive training on how to manage employees from different social backgrounds, races, gender, and ethnicities.

  6. Work and industry ethics- This a very important training topic that must not be skipped The recruits must have s full understanding of the organization’s ethics code.


Arthur,D. (2012). Recruiting,interviewing, selecting &amp orienting new employees.AMACOM Div American Mgmt Assn.