Analysis of the Aflah business solutions recruitment process

by charliesloth11 (student)

The miscellany process is a step which occurs within the recruitment process where the best applicants are selected therefore they will have an interview with the recruiters for the role they are applying for.

Selection process is vital to the Aflah businesses recruitment process, if the selection process of Aflah business solutions recruitment stage doesn’t find the best candidates then the recruitment process of Aflah business solutions is ineffective. Aflah businesses selection process is set out in great detail so the every step of the way is done correctly however some stages are quite long and could be cut out so that ABS can concentrate on the important parts of the recruitment process so that it can be completed resourcefully. I consider that Aflah business solutions reduce there process stages of short listing this can be done by short listing once or twice and short listing to a small number to reduce the number of applicants this will make the recruitment process as it will save Aflah business solutions a lot of time and money as it takes a long time to successfully interview and address all of the candidates so the less candidates you need to interview the more time you will save to find the best candidate and the more money you will save which will most certainly make a great difference to the recruitment budget and this is one of the ways the recruitment process can be improved.

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Firstly when looking at the documents a job description is seen as the description of all the general roles and responsibilities of the job Aflah business solutions is offering the job description included who the candidate needed to contact the qualifications and experience required and the salary and remunerations. The job description proved to be valuable when advertising and applying for the job as Aflah business solutions do not want people applying who are not correctly suited for the job as it will be time wasting in interviewing them it is helpful the to the employee as well as it will not waste there time in finding another job by clearly indicating the job isn’t for them. Furthermore the main reason why the job descriptions helps recruitment is that it ensures that the number of applications is reduced as it makes is clear to applicants whether the job suits them or not it therefore it also ensures that valuable time isn’t wasted on unnecessary applicants.

Secondly another recruitment document which links to the selection process is which also ensures that time isn’t wasted on unnecessary applicants is the personal specification. Mainly the personal specification needs to be accurate it also related to the job description in some ways as both documents describe what is required from the potential employee but the person specification is greatly linked with the individual who is applying more than the job description which mostly concentrates on the qualifications they have or don’t have. The main purpose of the personal specification is it’s used to compare candidates to the job description in order so that candidates can then be rated as to how suitable they are for the position they are applying for. The personal specification and the job description I believe can be improved in a way which enables both documents to link the actual person rather than only one of the documents doing so this will mean that not only would the personal specification be linked with the actual person but the job description will as well this therefore means that it will ensure greater success of satisfying customers queries on whether they have the correct qualifications and skills for the position rather than they applying and wasting there time and Aflah business solutions valuable time.

Thirdly when the advertisement process occurs, Aflah business solutions needs to be fully aware of the applicant’s rights and the responsibilities the employees put upon ABS and theses responsibilities should not violate the rights of the employees. This will improve ABS’s recruitment process as then they can be sure that they do not discriminate on any ground such as race or sexuality through its advertisement and selection and interview process. There are many types of discrimination laws that could effect ABS and therefore they be aware of these discriminations whether they have discriminated before or not if not Aflah business solutions could be in trouble be in trouble by the law.

Concluding , I believe that Aflah business solutions recruitment process is successful and very strongly clear and detailed on what they require from a potential employee and make sure that there potential employees receive all of the correct material to guide them through there recruitment process. However it could be improved as a lot of money is invested in the recruitment service which has numerous unnecessary stages of short listing which could be reduced and therefore could save a lot of time and money which be invested elsewhere in the business.