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Recruitment and Selection.

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Introduction

Recruitment and Selection Organisations are always needed to recruit new staff every so often. There are many reasons behind this: * If the business has grown, more staff are needed to carry out existing jobs and new posts. * If any existing staff have left by retirement, dismissal and other reasons, these vacancies need to be filled. * Internal promotion offers the existing employees more goals to set. If they take this up, a new member of staff must replace their previous position. In order to perform successfully and remain competitive, a business must have a good recruitment and selection team within their human resource function. Recruitment must be a success by ensuring that they attract the best candidate for to fill the job vacancy. Selection processes are carefully devised and carried out on the possible candidates to help the organisation choose the best person possible to do the job. The Recruitment and Selection Process Job Analysis Job Description Person Specification Recruitment Selection Appointment/ Interview Induction Job Analysis A job analysis is carried out to try and make the position available attractive to the right candidate straight away. ...read more.

Middle

Temporary/ contract staff recruitment is completed interview or telephone interview from the Recruiting Manager. Once a suitable candidate has been selected, offers are generated through the recruitment team only. Each vacancy within T- Mobile is displayed through an online recruitment system known as "Peopleclick". All details are displayed there and both internal and external candidates are allowed to apply using this method. Who T- Mobile contact for Recruitment Processes When it is time to recruit a new candidate, the T- Mobile Recruitment Team are responsible for seeing this through. The T- Mobile Recruitment Team are split into three groups and each have their own group of contacts. They are to provide the following: * Role Profile * Competency Framework * Assessment tools to assess potential candidates * The right time to use assessments, frameworks etc. * Salary Scales Types of Recruitment Current Vacancies Using "Peopleclick" a potential applicant can search for job roles that may be most suitable for them and at the same time, submit an application form if they find a job that suits them. ...read more.

Conclusion

They help T- Mobile to decide what level each candidate is at in each area. When Ability Tests should be used * Problem solving and decision making. * If the candidate has little or no experience. * Filtering applicants if there are a lot. Personality Questionnaires Personality questionnaires are used by T- Mobile to give insight to potential behavioural tendencies. This is done by investigating what motivates the applicant and what attitudes they have. The table below shows the personality tests that T- Mobile use. Simulations The idea of this method is to assess a candidate's ability for a position by simulating a working environment while being assessed on skills, behaviour and attitudes. The table below shows the types of simulations that T- Mobile carry out. It also shows which level of the recruitment stage each simulation is done at and also what level it is used at from trainee to manager. 2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre ...read more.

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