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Identify the key recruitment documents and describe the factors to be considered when planning to fill a vacancy and carrying out interviews.

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Introduction

Identify the key recruitment documents and describe the factors to be considered when planning to fill a vacancy and carrying out interviews. In the Human Resource Management process first Marks and Spencer's would use Human Resource Planning (H.R.P) this looks at how many employees the business will need in the future, as well as the type of employee that will be required e.g. graduate trainees, skilled-manual and supervisors. H.R.P. also ensures that the 'right' employee is in the 'right' job, to ensure maximum efficiency and effectiveness of the workforce. After H.R.P the business can then go through the process of recruitment and selection of new employees. The first task that needs to be done is that a job description needs to be written, this outlines the job title, and also the tasks and the responsibilities that the successful applicant will have to cover. Once this has been written, a job specification needs to be written, this goes into more detail than a job description, as it also entails the physical and mental characteristics that the successful/desirable applicant should acquire. ...read more.

Middle

Once these application forms have been completed and returned to the business (sometime applicant include a CV and a covering letter probably because they feel that the application form doesn't bring out the best in their abilities and attributes they could bring to the business) then the short-listing process will begin, this involves analysing and examining the CVs and the application forms with quite a lot of scrutiny as they do want the best person for the job then deciding which applicants appear to be most suitable for the post. Once this is done, and then the H.R.M. department will contact the successful applicants and ask them to attend an interview. Interviewing is very lengthy process, however, it is a vital factor in getting the right person for the right job. A good interviewer will have studied the job description, job specification and the job advertisement before interviewing the applicants, as well as studying their application forms, CVs and covering letters so in order to know as much information as possible about the applicants before the interview begins then the interviewee can elaborate on what their application form or covering letter stated. ...read more.

Conclusion

and experience and therefore make another point for the panel or interviewer, manager to decide on whether they are the right person for the job. Once a business has selected the most suitable applicant for the available post (often involving much discussion between the different interviewers), and then he/she will be appointed. This will involve the new employee being given a Contract of Employment, which is a written statement covering the terms and the conditions of employment (e.g. date employment commences, job title, pay, hours of work, holiday and pension entitlements), as well as the process for disciplinary and grievance procedures. Once a new employee has been appointed to a business, it is likely that they will receive induction training in order to help them settle into the new job. This induction training covers the basics of the new employee's job, as well as the background details and the history of the business (e.g. number of employees and the range of products). Analyse the key recruitment documents and evaluate the quality of information in relation to the purpose of each. Samantha Bellamy 13SC Business Studies: Unit 4 Mrs Elliston Human Resource Management at Marks and Spencer. ...read more.

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