• 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)

    tie which means they are not as flexible to do shifts at short notice, e.g. young children or elderly family members that need assistance throughout the day). (Desired and required) Description of documents. * Job description: The job description is used in all businesses when a vacant position has come

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

    This avoids JURYS INNS being discriminative in any interviews. Interview The interview is a key process and enables JURYS INNS to get the right person for the job. They can access the various competencies and qualities of each candidate and get a clear understanding of whether the candidate is suited to the job.

  1. Presenting Business Information

    Some people may not like the celebrity who is doing the advert for partiular product for that reason customer may not buy the product. Tesco has used Dotty Turnbull, she helped Tesco become Britain's biggest supermarket chain in 2006. This logo is about the recruitment opportunities in Tesco.

  2. Recruitment. Identify how two organisations plan recruitment using internal and external sources.

    like to ask and take a few moments to answer their questions. I will have their CV with me to look at if there are any questions I would like to ask them relating to their CV then I will make notes and after the interview I will assess them

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

    Career planning is based on the performance, and experience. The objectives of the career planning are building up the confidence in the individual, develop the perspective, reducing the expenses of the employee, make certain organizational effectiveness, allow the employee to reach his goals in the organization. Chapter 3 Research Analysis 3.1 Human resource strategy Human resource strategy is useful

  2. Teamwork. There are several reasons why a business may organise their staff into teams. ...

    all the time, as it will always depend on the circumstances, therefore this is an extension of Fred Fiedlers' Contingency Theory. The circumstances and employee relationships need to be considered before carrying out the task and the style adopted needs to reflect these factors.

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

    They also want to get good quality service provided to them at the stores and that staff always would be available for assistance if needed. Customers also want a good environment around them in which they would be comfortable to shop and buy high standard products provided; therefore, better customer

  2. I will be producing a report detailing the factors the factors that Mobile Communication ...

    Appraisal are essential for the effective management and evaluation of the staff. It helps to develop individual, improve Mobile Communication performance and feed into business planning. Every performance appraisals are generally conducted annually for all staff in Mobile Communication. Supporting employees is important because they will be able to maintain

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