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Recruitment in the workplace

Extracts from this document...

Introduction

Task 3 In this task I will be gathering different recruitment documents from different businesses and compare. This will help me when I come to design my recruitment package. There are many documents that are important for an organisation to produce in order to carry out a safe efficient recruitment and selection process. I have chosen the following documents to compare: - * Job advert * Person Specification * Application Form * Job description I will be comparing the four documents above from Thomas Cook with another set of the same documents but from different organisations. Whilst analysing and comparing the recruitment documents I will consider various other points such as: * Clarity * Layout * Language * Strengths * Weaknesses * Do they comply with the legislation * Compare both the documents with each other Thomas Cook Recruitment Documents Analysis Job Advert - The job advert is from Thomas Cook and it is for the position for the call centre. This document is designed to advertise new job vacancies, which could occur either within the business or outside. The advert is very attractive and uses bright colours. The advert clearly states what company the job advert is for, when applications can be due in by and the necessary dates. There are few drawbacks. For example there is a lot of information and some of it is unnecessary. The use of small font size makes the reader put off reading the chunky bit of writing. This would mean the text would be far too small for people with eye sight problems and this could mean relevant information could be missed out. The job advert itself is a long document. The paragraphs are cramped together. The job advert is formally written and is straightforward. The basic details are stated on the job advert and doesn't discriminate anyone in anyway. The job advert follows a standard, professional layout. ...read more.

Middle

Some of the disadvantages include having big lump amount of spaces for applicants to fill that section in where not needed so much. This is probably why the application form ended up being five pages, due to the fact there were a lot of white space required for the applicants to fill in. an example of this is under Part E, where it requires the candidate to write about the skills and experiences he/she has. There is a full page for the applicant to right about this. This is not a very good thing as applicants could be put off by looking at the great amount of space or might think we need to fill this white space in and then from there they may start written crap that has already been mentioned. This would therefore lead to a waste of time for the applicant and the employer who is reading it. Job description - The purpose of this document is basically to inform the applicant about the tasks that he/she will be handling etc. The document is fitted on to two A4 sheets of paper. It uses the same font style and size through out the document except for the heading, which is named Computer Operator. The document is also separated by borders for each section. Headings are also on top of each section. These are printed in black, bold capital letters. This makes the document look professional and it is reader friendly. By this I mean the applicant would find it easy if he/she was to look up something quickly. The use of numbered points also makes it easier for the applicant to understand. The layout as a whole is perfectly set and is very simple and straightforward. Under each heading there are numbered points. This is a very good technique as then applicants wouldn't get put off when they see a neat tidy document. ...read more.

Conclusion

the total score of applicants behaviour and analyse the responses of applicants and see how dedicated they are to the job role and how they meet out criteria. * After analysing the responses of all of the applicants in a group we come to a conclusion that Namaan Mirza was perfect for the job as he received a high score in behaviour (observation sheet) and had perfect responses to the answers then the other two applicants. * Therefore this information leads us to sending a rejection letter to Sabila Iqbal and Zarina Bi and an accepting letter to Namaan Mirza. Now we have welcomed our new employee and invited him to an induction day at Thomas Cook Signature LTD where we can go through the motivational package and induction programme with our new employee. All of the documentation is shown below that was received by the employers (The group: - Thomas Cook Signature LTD) and what was sent to the applicants (Namaan, Sabila, and Zarina) the responses to the questions asked and the behaviour within the interview (observation sheet.) The second set of documents include: - * Acceptance letter. * Rejection letter. * Offer letter. * Observation criteria * Interview questions. I will now show a preview of these documents that I created and the original ones are printed separately alongside with this task Below is the second set of documents that I created: - Interview Letter Interview Questions Observation Criteria Offer Letter Rejection Letter Below are screenshots of the four documents, which had been created once I combined a proportion of each of the documents from each of the individuals in my group. These are just the previews for this task but there is a printout of the actual documents and stabled along with this task. These were the final group documents that were to be used. Interview Letter Observation Criteria Offer Letter Rejection Letter Questions ?? ?? ?? ?? Unit 2 - Recruitment In The Workplace Waseem Hussain 2541 Deacons School 22321 ...read more.

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