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Recruitment & Selection

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Introduction

Recruitment & Selection The quality and contribution of a company's workforce is the most important determinant and influential factor in the success or failure of organisational objectives. Therefore Marks & Spencer must have an efficient recruitment and selection procedure to ensure the highest quality of employees. This is especially imperative for national retailer Marks & Spencer as the business is operating within a labour-intensive sector of the economy. In recruiting staff there are key recruitment documents the main ones being the following: Recruitment Document Features Job application * Information about the applicant regarding personal attributes, qualifications, experience and so on * Will be compared with the person specification Curriculum vitae * Personal details * Education * Qualifications * Work experience * Interests * Ambitions Letter of application * It is a brief and concise straight to the point recruitment document * It should have non-grammar, punctuation and spelling mistakes * Split into three main paragraphs * 1st being how and why the applicant is applying for the job * 2nd the applicant's personal details * 3rd reasons why applicants want job and to work for the company The various factors to be considered when planning to fill a vacancy are the following: Person Specification This is sometimes referred to as a personal profile providing the necessary standard to do a job efficiently. ...read more.

Middle

In the progress of the interview the interviewer aim should be to investigate and delve into the candidates' background and find out all relevant information and their experience. The information is more likely to be provided if the interviewee is put at ease and is comfortable so, every effort should be made to avoid intimidating the candidate. Another factor for the Marks & Spencer Human Resources manager to consider is to allow the candidate to do the majority of the talking. Therefore the manager can evaluate the candidate by listening and observing body language. Clues about honesty, personality and levels of confidence can be gained from body language. A factor the must be regarded as important is that all candidates must be interviewed before a decision is made thus allowing all short-listed candidates an opportunity to express themselves accurately. The following are considered good techniques and factors to be considered when interviewing: * A seating arrangement beneficial to both parties for example one that does not put sunlight in the candidates eyes or the chair is lower than the interviewer * A warm welcome of the candidate is essential to start the process positively * If there is an interview panel then an introduction is required * The purpose and structure of the interview must be explained so as to allow the candidate the knowledge of what to expect * If any background information is ...read more.

Conclusion

This document is submitted to Marks & Spencer Human Resources Department after the applicant has done careful preparation of the document. An advantage of curriculum vitae is that the Marks & Spencer as the prospective employer can gain an insight into a candidate's details. Any information that may persuade Marks & Spencer to grant an interview is most likely to be included in a Curriculum Vitae (CV). The corroboration of what has been claimed by the applicant can be confirmed by at least two referees one of which a character and work reference therefore providing a useful tool in terms of value and skills the candidate can offer the prospective employer. Letters of application are useful as it is a letter from the prospective employee explaining why in their view they are the most suitable candidates for the job. The value of a letter of application is illustrated by the fact that it is structured in the way the applicant believes is appropriate supporting the view that it is a useful selection tool. The constraints are that when used as an assessment method a person of good letter writing abilities will be selected with not necessarily the most suitable candidate. The letter writer may leave out important information although; the subsistence of Curriculum Vitae can solve this problem. It is debatable whether these shortcomings are significant as employers as shown by the frequency of their use expressly request them. ?? ?? ?? ?? Urmila Thurairatnam Human Resources JHS 1 ...read more.

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