Recruitment Process for Cisco Assignment Sample

Executive Summary

This study aims to formulate the recruitment process for Cisco in order to hire the two most suitable candidates for the vacant position of computer and information research scientist. The candidate must have the ability to solve various complex problems in different fields. For this position, it is very important for the applicant to have engineering and technology degree in computer science and electronics. In order to hire the well qualified and compatible candidates for this job rule, the organisation will recruit the candidates from the internal as well as external recruiting process. The key reason for the organisation to adopt both the process is to hire the most suitable candidate for this position. However, the two strategies that the organisation will employ are employee referral and recruiting agency.

Table of Contents

Introduction.

Job Analysis.

Attracting Applicants.

Selection.

Conclusion.

Appendix.

References.

Introduction

Cisco is one of the most trusted and recognised organisations in Australia. It is an American multinational technology company which has its roots all over the world. The headquarters of the organisation is located in California, United States etc. Cisco system was founded in the year 1984 by the two young scientists of that era (Salwan & Sharma, 2018). The organization manufactures and produces networking hardware, telecommunication equipment’s, and software. The organisation has become leading providers of network solutions and this is accomplished by the hard work and dedication of the employees. However human resources department plays an important role in the accomplishment of organizational goals and objectives. Cisco is the leading organisation in the world of internet industry so proactive and skilled staff is required to attain goals. Recently the organisation wants to hire two of the most suitable candidates for the vacant position of computer and information research scientist.

Job Analysis

Computer and information research scientist is considered as the problem solver in the field of computer hardware and software. As per the organisation requirements, computer information researcher will aid the organisation to invent and design different approaches for computing and designing new technology (Groeger, Bruce & Rolfe, 2019). The candidate must have the ability to solve various complex problems in different fields. For this position, it is very important for the applicant to have engineering and technology degree in computer science and electronics.

Wide range of skills should be acquired by the applicant that is the problem-solving skills, communication skills, and logical thinking, math skills, critical thinking skills and so on. For this position, it is very important for the candidate to have good knowledge of data science, robotics, and programming. The main motive of the organisation to appoint candidates for this position is to improve the performance and efficiency of the software and hardware that the organisation is manufacturing. It is very important to modernize and make effective and efficient hardware and software for better working technology.

Cisco has a diverse workforce which aids the organisation to meet the needs and requirement of the customers. It creates more innovative and advanced products to meet the present market demand. Apart from this, the candidate should have knowledge of various programming languages such as development and environment software, analytical and scientific software, and database management system software (Mitchell, 2018). This software is very important in this field as it improves computer software and hardware designing. Cisco will only appoint those candidates that have capability and compatibility to meet the needs and requirements of the organisation and make work their priority and goals.

However, it is very important for the candidates to meet with manager’s vendors and several others solicit corporations in order to resolve the problems. As per the job, the role requires the candidate to have good technical knowledge and communication skills. In order to seek the comparative advantage the organisation is planning to expand their roots in different countries and for that innovative products need to be added in the services (Groysberg, Cheng & Lobb, 2016). The new candidates should be able to analyse the problems and evolve a new solution for the existing problem. He or she should be able to apply knowledge and skills in order to get hired in Cisco.

Attracting Applicants

In order to hire the well qualified and compatible candidates for this job rule, the organisation will recruit the candidates from the internal as well as external recruiting process. The key reason for the organisation to adopt both the process is to hire the most suitable candidate for this position (Anand et al., 2018). This position plays an important role in the growth in the areas of innovation and adaptation of new technology to meet the needs and demands of the customer. However, the internal recruiting process will be based on various steps that include promotions, transformers and employee referrals.

Employees’ referrals are the references given by the existing candidates of the firm which seems to the perfect match for the position. However, an organisation not only focused on employee referrals and internal recruitment but also external recruitment. The organisation will inform all the employees to proactively participate in this process to fill the vacant space (Landay & DeArmond, 2018). The organisation will set a particular process that will check all the reference given by the employees and then select the appropriate candidate for the further process.

The organisation will conduct meetings with the managers to encourage the employees to look at the internal job board on regular bases. After selecting the candidates to form the employee reference proper recruitment process will be conducted in order to test the capability and compatibility of the participants (Machikita & Ueki, 2017). HR round technical round, and PI round will be conducted. Apart from this external recruitment process will be conducted by the organisation through a recruitment agency and online recruitment methods such as social media and job boards. The organisation will contact a recruitment agency for sourcing as these organisations have a large database of talented and qualified candidates.

Computer and information research scientist position is a very responsible position as many factors depend upon this position. The organisation will give all the important details about the job profile to the recruiting agency in order to get a well qualified and compatible candidate for this position. Furthermore, the organisation uses social media platforms to get more options for this position and search for the candidate for the vacant position. Social media platform fine those candidates that are job seekers and wants to make their career in the field of computer and information research scientist.

However, the two strategies that the organisation will employ are employee referral and recruiting agency. Cisco will adopt this strategy because the recruiting agency will provide a list of favourable candidates that are suitable for the job and organisation needs to choose among those candidates (Farndale, Nikandrou & Panayotopoulou, 2018). Employee referral is important because existing members know the importance of this job position and can aid the organisation to refer to the most suitable candidate.

However, the Organisation needs to choose two candidates for the job profile which will be successfully done by these strategies. The organisation can choose one candidate through recruiting agency and one from employee referral if the candidates fulfil the needs and requirements of the vacant position. Apart from this, ten to fifteen candidates will be selected for the further process and then the two best candidates will be selected and trained. These strategies will be very effective for the organisation in order to a higher suitable candidate for the job role. 

Selection

After the completion of the sourcing process, the screening will be conducted which filter the applications of candidates which are suitable for the job role. This process is considered as an integral part of the recruitment process which aids to eliminate the irrelevant participants received through the process of sourcing. The human resource management of the organisation is responsible to conduct this process (Chen & Tan, 2016). After checking the resumes of the candidates, the organization will start conducting the recruitment test.

After this process organisation will conduct a telephonic interview with the candidate and ask the technical and non-technical questions to the candidate. This interview is conducted by the HR of the organisation and the technical experts in order to analyse the communication skills and technical knowledge of the candidate. After having the telephonic interview five number of student will be shortlisted and informed through mails or another source of communication. This process will verify the participant critical thinking skills and its ability to answer the questions most effectively.

After this process, five candidates will be selected for the further rounds. The organisation will conduct further process in the organisation only. Candidates are informed to present in the organisation at a specific date and time for the next selection process. The technical round will be conducted by the experts of the organisation and HR round will also be conducted in the organisation. In the technical round, various technical questions will be asked on the basis of data science, programming and robotics (Koch, Gerber & De Klerk, 2018).

The main motive of the round is to analyse the technical skill of the candidate which is the core requirement of this profile. Different logical questions will be asked in order to evaluate critical thinking skills of the candidate. After this, two rounds of three candidates will be selected for the final round that is the personal interview. In this round, technical experts, HR and other team members will be present to conduct the interview. The panel will discuss job role and requirements with the candidate and check his or her point of view towards the job role. Salary and bond policy will be discussed at this stage. Candidate should sign one year bond with the organization. This is because it is very difficult for the organization to fill the vacant space for this profile as it takes time, money to invest in this process.

After PI round two candidates will be selected which are entirely suitable for the job role. Candidates will join office from a specific date and then all the important details of the organization such as policies, structure, and culture will be demonstrated to the selected candidates. Along with this, training sessions will be conducted in order to make candidates well aware of their job roles and responsibility (Chen & Tan, 2016). In these training sessions, all the important topics related to computer and information research subject will be demonstrated. In addition to this, it is also important for the Cisco to conduct this kind of recruitment process which aids the organization to recruit compatible, well qualified and exceptional candidates for this kind of job profile. Apart from this, cisco has a particular recruitment team which hire the relevant candidates that perfectly match with the job profile.

Conclusion

It is concluded from the study that Cisco is the leading organisation in the world of internet industry so proactive and skilled staff is required to attain goals. Recently the organisation wants to hire two of the most suitable candidates for the vacant position of computer and information research scientist. A proper recruitment process will be conducted by the organization. In order to hire the well qualified and compatible candidates for this job rule, the organisation will recruit the candidates from the internal as well as external recruiting process. The organisation will give all the important details about the job profile to the recruiting agency in order to get a well qualified and compatible candidate for this position.

Furthermore, the organisation uses social media platforms to get more options for this position and search for the candidate for the vacant position. HR round technical round, and PI round will be conducted. Apart from this, two candidates will be selected through this process which will be trained in the organization. These strategies will be very effective for the organisation in order to a higher suitable candidate for the job role. Cisco will only appoint those candidates that have capability and compatibility to meet the needs and requirements of the organisation and make work their priority and goals.

References

Anand, V. V., Shanthanlakshmi, M., Srinivasan, G. U., Arunkumar, V., Icewarya, G., Nandhu, S., & Kamatchi, S. M. (2018). A study on the effectiveness of recruitment organizational support in its. International Journal of Pure and Applied Mathematics, 119(7), 2755-2764.

Chen, P. L., & Tan, D. (2016). Foreign knowledge acquisition through inter-firm collaboration and recruitment: Implications for domestic growth of emerging market firms. International Business Review, 25(1), 221-232.

Farndale, E., Nikandrou, I., & Panayotopoulou, L. (2018). Recruitment and selection in context. In Handbook of Research on Comparative Human Resource Management. Edward Elgar Publishing.

Groeger, L., Bruce, K., & Rolfe, I. (2019). Adapt fast or die slowly: Complex adaptive business models at Cisco Systems. Industrial Marketing Management, 77, 102-115.

Groysberg, B., Cheng, J. Y. J., & Lobb, A. (2016). CEO Succession at Cisco (A): From John Chambers to Chuck Robbins.

Koch, T., Gerber, C., & De Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn?. SA Journal of Human Resource Management, 16(1), 1-14.

Landay, K., & DeArmond, S. (2018). Recruitment Process Outsourcing and Recruiter and Hiring Firm Characteristics. Journal of Personnel Psychology.

Machikita, T., & Ueki, Y. (2017). Innovation in linked and non-linked firms: the effects of a variety of linkages in East Asia. Institutions and Economies, 77-102.

Mitchell, W. (2018). Cisco: strategic alliances-who, when and why. The Business & Management Collection.

Salwan, P., & Sharma, K. (2018). Developing High Adaptive Capabilities: The Case of CISCO. Indian Journal of Industrial Relations, 54(1).

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