• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Recruitment & Selection

Extracts from this document...

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.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our AS and A Level People & Operations Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related AS and A Level People & Operations Management essays

  1. Marked by a teacher

    Roles and Responsibilities of Staff Members at McDonalds.

    5 star(s)

    I am a good team member, working as a team was a key characteristic I used when I went on a 7 day voyage on a Tall Ship, and this also shows my independence as I went away without knowing any of the other crew members.

  2. Preparing for Employment in the Travel and Tourism Industry - the recruitment procedure

    Highlight your skills, qualities and qualifications that match job. * Preparing for interview * Advanced preparations The individual has to prepare their interview clothes the night before. They also have to prepare for the question that might be asked from them about the company, why they would like the job?

  1. Recruitment. I am writing this report to describe how each organisation plans and conducts ...

    of the work performed. It typically includes job specifications that include employee characteristics required for capable performance of the job. A job description should describe and focus on the job itself and not on any specific individual who might fill the job. Job descriptions have specific details required for the job.

  2. Free essay

    recruitment and selection

    enjoying challenges * To provide job contentment through empowerment, accountability and responsibility * To demonstrate fairness, equality of opportunity and respect to all Understanding, setting and consistently delivering superior customer service * Understand customers needs and values; develop and implement plans to achieve superior customer service; and build effective communication strategies.

  1. Presenting Business Information

    Some people may find it very difficult to understand what the meeting is about, or they may hesitate to ask the presenter of the information to explain him, her self again and again. The reason behind the hesitation can be because of the language barrier or cultural differences.

  2. The main aim of this research is to evaluate the information on the human ...

    having the sufficient people to do the given work at the right time having the ability to work efficiently so that the company can meet its objectives. Human resource planning is useful in giving information like estimating the number of people that are required for the work to be completed.

  1. M1 - Assessment of how managing the human, physical and technological resources can improve ...

    As a result, customers that try the samples are likely to like the product and purchase it making Marks & Spencer?s sales eventually grow and profits increase. On the top of that, customers want a good value for the products they buy which would be high quality and reliable.

  2. Motivation within a workplace - examples from Asda.

    The orders, guidelines and any information is produced with the executive director and deputy where they make all of the major decisions for the ASDA this is then processed through to the rest of the employees and to the shop floor where the store can have increased success.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work