• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

e effectiveness of the recruitment processes

Extracts from this document...


Report In this task, I am going to explain the effectiveness of the recruitment processes we went through. I will judge the effectiveness, including strengths and weaknesses of my recruitment and selection process. I will also recommend ways in which my recruitment exercise could be improved. The effectiveness of the recruitment documents and possible improvements Job Description We made a job description so potential applicants can see what job roles they will be expected to carry out. On Wednesday 18th March 2009 we evaluated the job description we created was very effective, as we included a very detailed table which contained key information, which explained to the applicants what exactly the job required. This also provided vital information for our applicants, which saved time as they did not have to ask questions to us, as this information has already been provided to them. It was also effective as we made sure the job description clearly explained the roles of the job, and therefore if potential applicants felt they could not carry out these jobs, they would not apply, this saved us valuable time, as we did not have to look at un-necessary applicants. The weaknesses of our job description are that, in our first draft, the job description was over 4 pages. This was very time consuming as, we did not summarise the job roles briefly. ...read more.


This way, we would have known the exact information to put on it and thus save us a lot of time. We also could of added more colour on to it, to make it more attractive and user-friendly. Application Form This was made so that we know the details of our applicants and they qualifications they poses The strengths of our application form, which we analysed on Friday 20th March 2007 showed us that it was very straight forward for the applicant to fill out. A straightforward application form increased our chances of applicants applying for the job. Also, our application form enabled applicants to explain their qualities briefly; therefore a strong applicant would be confident of progressing, as he/she has stated their qualities in a impressive way. Another advantage is that, we only get back the information we wanted and none other. Therefore, we would not waste unnecessary time, reading inappropriate information on application forms. Also out application form allows us to view our applicants work related achievements, from this we can narrow applicants down by the short -listing process. We also thought about external factors affecting us, for example the Racial Discrimination Act, therefore we included a equal oppurtunaties form, therefore applicants of would not feel we are being bias. The weaknesses of our application form are that it did not give us a chance to analyse the applicants' personality and their people skills, by doing this, we could have potentially eliminated the best person for the job. ...read more.


Also some responses by the applicants were excellent, this impressed us very much. Also we recorded our interviews, this helped us analyse the interview after the interview had finished. The weaknesses of our interview was that we did not write down enough notes, as either we did not have time to the information said by the applicant down, or we totally forget about notes, as we was concentrating on the responses given to us by the applicants. Also, since the question did not make sense, we could not clearly say the questions; this ruined the professional style of the interview. We could have improved the interview by conducting more notes, so we could analyse the applicants clearly. Also even if we could not read the question clearly, we should have improvised. Final Selection Decision - Thursday 26th March 2009 We did this so that as a group we can agree on the best person for the job. We did this on Thursday 26th March 2009, the strengths were that it was a easy and short process that we all agreed on. Also we did not let our personal feelings get in the way of our final decision. However, we did not discuss the strengths of candidate 4 in detail, therefore we may have been un-intentionally been bias. We could have improved our final selection process by analysing both candidates in more detail, which would of decreased the risk of us being potentially bias. ?? ?? ?? ?? Parag Mehta Unit 2 Task 6 3118 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our AS and A Level Case Studies and Analysis section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related AS and A Level Case Studies and Analysis essays

  1. Recruitment and Selection

    Each method has its own benefits and problems, although it could be said that the overall advantages of external advertising are the opposite of the internal disadvantages of internal advertising. For example; there are a wider number of candidates applying for the job role externally.

  2. PEST is a planning tool which is used by a business to evaluate and ...

    Ginster's sales have increased in the last 2 years, this could be because the UK has been in a current recession in the past 2 years meaning that people may have had less money to spend so chose to buy Ginsters products.

  1. Hilton Hotel and a B&B analysed

    This benefits customers because they can browse for products and services from the comfort of their own home, in their own time. Their fixed costs are relatively low - simply because the place they choose to locate where they do not have high rent and rates.

  2. I am going to carry out an investigation into S Parton Construction Ltd. I ...

    is all about Wolverhampton as a city and how it is doing compared to the rest of GB. Economically active (Jan 2006-Dec 2006) This table shows statistics about the employment levels in Wolverhampton, West Midlands and GB as a whole. Wolverhampton (numbers) Wolverhampton (%) West Midlands (%) Great Britain (%)

  1. Training Interview

    That is, they would be under supervision by one of their following already skilled colleagues, or a mentor. This is quite good as the skill will be possessed in a familiar place with familiar equipment. Or the training could also have been done off-the-job, which means that the employee goes away from the workplace, off-site, and takes a course.

  2. Unit 2 M2 Assess the importance of employability skills and personal skills in the ...

    job and has all the specific requirement for the job Having knowledge of products/services is essential to employees especially if employees are working in a store such as Tesco plc because if a customer wants a particular product and they

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work