Non- HR perspective
When an organization need a new employee, there is a process that should be followed, which will help identify a candidate who is qualified. The steps of recruiting are unique in different companies. The step that I will take to hire my replacement after being promoted to a manager is that I would talk with the HRM to analyze the job of the position that I left vacant. Once they are done investigating the HR should make a description of the job which entails specifications of job which comprises of the duties and responsibility of that vacant position and the qualification needed for the person to fill the position.
The steps that HR will follow will be to first analyze the job performance of the individual if they have finished the duties and responsibilities given. The second step talks with employees to learn what is needed to carry out the job, how the position works and its importance. The third step is critical incidence which the analyst will have reports on individual filling the position. The report comprises of ineffective, effective and approaches to handle the task. The final step is structured questionnaires the aim of that is to get details on the position. The HRM step of job analyses is important since it gives them firsthand experience in the requirement of the job. How I would be involved in the recruitment t process is that I will be needed to understand the needs of the staff in terms of their number which are required in order to handle a task and the work necessary to finish the task of the organization and its objective and goals.
Once HRM knows there is a position to be filled, they advertise to newspapers, social media and any other means. They then review those qualified, and call them for an interview, perform an employment test to know about the applicants. After shortlisting, they do background checks and make final on who will be hired. Hence, HRM management is the ones who make final recruitment, not the manager.
The interview questions that I might ask the applicants include the experience that they have been in an organization and what made him or her leave the job that they were in and move to the other. Another question will if he or she was the manager what different thing he would do to propel the company to the next level.
Reference
Gollan, P. J., & Butler, P. (2005). Non‐union employee representation: exploring the efficacy of the voice process. Employee Relations.