2.1.2 Internal Recruitment. When Mexx identifies all the reasons for a vacancy it has to come up with decision whether to recruit internally or externally. The business prefers internal recruitment due to the person is already familiar with the market and has the skills required. Moreover, Mexx advertises internally (through company’s email, staff notice board and team talks) first due to the company wants to give a chance for the existing employees to get promotions and show what they can do even better. In other words it encourages a career progression. The benefit for the company is that the employees feel satisfied and delightful for such an opportunity and wants to continue working in Mexx. Talking about advertising it seems that internal advertising is not that complex as compared to external advertising. To advertise internally does not require introducing the whole company as a business and what its market is all about. It requires just basic information such as salary and responsibilities.
2.1.3 External Recruitment. In order to find the right person to fill in the manager’s position Mexx might go for recruiting externally. This is because external recruitment is available for more people with more and various skills. Mexx might pay for a consultant who would help to find the right person, jobcentres or other agencies is another quite convenient and beneficial way of trying to find the right person. The most difficult thing is that once Mexx decided to advertise externally it has to be able to find right places to place advertisement. Mexx prefer online advertising because it is cost effective way of advertising. However, for a temporary contract Mexx uses agencies and job centres. This is due to it is quick and effective method of trying to recruit reliable and right person.
2.1.4 Restructuring. As in this case Mexx is looking for a new manager to fill in the position temporarily it seems that restructure the staff is one of the most appropriate ways. This is because the company do not have to waste money when producing advertisement and other recruitment documentations. Moreover, as the person is already familiar with Mexx market and the business as a whole he/she is more likely to perform better.
2.2. University of Greenwich.
2.2.1 Placing an Advertisement. When University of Greenwich decides that there is a need to recruit it places advertisements in most suitable places. For example, all jobs are advertised online via student porthole. Moreover, jobs can be found in JobShop. That means that all the vacancies are an open opportunity for all kind of people regardless their ethnicity, background and even position in the University.
2.2.2 Application Form. University of Greenwich has an application form for all jobs advertised, meaning that applicants do not have to hand in curriculum vitas together with letter of application. Applicants have to fill in application form which is available online.
2.2.3 Short listing. JobShop will send all application forms to a specific manager according to the post of the vacancy. Then manager will decide whether such a candidate is suitable or not. This is done by matching candidate with the criteria of the job. If candidate’s application form is successful then he/she will be asked to attend an interview. Normally, University of Greenwich contacts applicants via telephone calls.
2.2.4 Interview. During interview there are two interviewers who ask five questions in order to find out if the applicant is really suitable and will be a perfect person to fill in the vacancy. Interviewers will be marking criteria: lower the number more chance of getting a job. As there are two interviewers it is easier for them to come up with the final decision. If both interviewers feel strong and confident about the candidate then he/she is offered a job straight away. However, if there is some sort of doubts about the candidate then interviewers tell the applicants that he/she will be contacted via telephone as soon as the decision is made.
