Applied Business: The Recruitment Process
Applied Business: The Recruitment Process Recruitment is the process in which suitable employees are hired to work for a business. This is done when there is a vacancy for a job within the business which could be due to the expansion of the business, employees being promoted or employees being fired or passing away. Another reason for a business needing to recruit is if an employee has a change of job role. This leaves a role open in the business which can be taken on by someone already in the business or by recruiting somebody. The recruiting within a business is usually carried out by the human resources department of the business or the boss of the business depending on the size of the business or the job role that needs to be filled in the business. The H.R department can measure an 'ideal' candidate by using the attributes of somebody already working within the business. Recruiting can be done either internally by recruitment within the business, or externally by recruiting people from outside the business. By recruiting internally from within the business the advantages would be that you will already know the employee and how hard they work and if they deserve the promotion to fill the gap in the business. The only downside to this is that the business would not be expanding and there may be another gap in the business that was the promoted employee's old job. On the
Analysis of the Aflah business solutions recruitment process
The miscellany process is a step which occurs within the recruitment process where the best applicants are selected therefore they will have an interview with the recruiters for the role they are applying for. Selection process is vital to the Aflah businesses recruitment process, if the selection process of Aflah business solutions recruitment stage doesn’t find the best candidates then the recruitment process of Aflah business solutions is ineffective. Aflah businesses selection process is set out in great detail so the every step of the way is done correctly however some stages are quite long and could be cut out so that ABS can concentrate on the important parts of the recruitment process so that it can be completed resourcefully. I consider that Aflah business solutions reduce there process stages of short listing this can be done by short listing once or twice and short listing to a small number to reduce the number of applicants this will make the recruitment process as it will save Aflah business solutions a lot of time and money as it takes a long time to successfully interview and address all of the candidates so the less candidates you need to interview the more time you will save to find the best candidate and the more money you will save which will most certainly make a great difference to the recruitment budget and this is one of the ways the recruitment
Recruitment and selection process
Recruitment and selection process is concerned with identifying, attracting and choosing suitable person to meet organisations human resource requirements (Anderson, 1994). A useful definition of recruitment is "searching for and obtaining potential job candidates in sufficient number and quality so that the organisation can select the most appropriate people to fill its job needs" (Dowling and Schuler, 1990). Selection is more concerned with predicting which candidates will make the most appropriate contribution to the organisation - now and in the future (Hackett, 1991). This essay There could be several reasons for recruiting new staff as vacancies could occur in many situations such as changing the structure of the business, growth of the business, resignation, retirement or dismissal, and even promotions. When a vacancy arises the business must decide whether or not it wishes to recruit from existing employees or attract new experience into the business. Internal recruits have the advantage that they will be familiar with the business. However, business has a limited number of existing employees and they might do not have the skills or experience that the vacancy needs. By contrast, the external candidates have the advantage that they can bring new ideas, methods or knowledge to the company. However, advertising externally is an expensive process and the candidates
Recruitment and Selection Process
Recruitment and Selection Process There could be several reasons why business needs to recruit more employees. It is vital that a business uses information about any changes in its commercial environment and internal changes within the business to accurately project the quantity and quality of human resources that will be required. The target of every recruitment and selection process should be to ensure that the right person is chosen for the job. If the right person is not chosen then it might effect the organisation in a negative way, in terms of organisational effectiveness, staff and individual morale, and staff turnover. Getting the recruitment wrong represents wastage of a business's finances, however, getting recruitment right represents a worthwhile investment. The mathematics department in the Ursuline High School requires a maths teacher. In order, to give an eligible person this job, we need to go through the recruitment and selection process. An ideal, systematic recruitment and selection process is vital to ensure that the right person is found for the job, and unsuccessful applicants are left with a good image of the school and being fairly dealt with throughout the process. My aim is to recruit staff with the appropriate skills and experience, appoint on an appropriate employment contract, ensure fairness and respect equal opportunities and also the aim
Recruitment and selection process.
Task 4 - Recruitment and selection process There are several steps involved in the recruitment and selection process. The diagram below shows the points in a process order and there will be an explanation of these points below the diagram. Vacancy Vacancies can occur for different reasons; these reasons are pointed out below. * Staff have left the business through retirement or resignation * Staff have been dismissed * Staff have been promoted therefore their old job becomes vacant * Additional staff are needed as the business is growing * Job roles may change, therefore a new employee may be needed to for fill these tasks rather than the old employee who was used to completing the original tasks There are many questions which a business will need to ask when an employee leaves their organisation. Some of these questions are shown below. * Is the post needed, therefore vacant * Should the job description or person specification be changed in any way Before appointing a new recruit, the senior appointer will need to consult with; * Line manager of the department where the position is vacant. * Other line managers who may believe they have an equally valid claim to the post * The personnel department, these are responsible for any new recruitment and staffing * The finance department, these will have to ensure that the business can afford to employ the new
Recruitment Selection Process notes
Recruitment Selection ) List the recruitment process 2) Define with examples, job analysis, job description, person specification 3) List and explain the application process 4) What is shortlisting 5) What is a contact of employment, what is included in it 6) What is the difference between internal and external recruitment, list advantages and disadvantages of both 7) What is appraisal? Pros and cons ) The recruitment process ) Conduct a job analysis to determine the firm's need to hire new employees 2) Produce a job description and person specification 3) Advertise the vacant post 4) Screen applications and shortlist suitable candidates 5) Interview the shortlisted candidates 6) Perform aptitude testing (if applicable) 7) Check each shortlisted candidate's references 8) Offer the job to the best candidate 9) Sign the contract of employment 0) Carry out induction of new recruit 2) Job analysis: this is the breaking down of a job into various parts. This helps managers to see what the job consists of and whether the work merits a new person. The information may be used to prepare a job description and to decide the qualifications and experience needed, and whether the post should be part-time or full-time Job description: A list of tasks, duties and responsibilities attached to a particular job. A job description may be sent, with the application form, to a
Investigation Recruitment and selection process.
9Unit- 13 Investigation Recruitment and selection process Investigation the Recruitment and selection process of Tesco and Cadbury Introduction - This Report is intended for BTEC National Diploma students to help them understand how businesses recruit employees and selection process in the businesses like Tesco and Cadbury Why Vacancies may exist in business - There are many reasons vacancies may exist in Tesco and Cadbury which includes someone may have recently retired, someone may have resigned because of their personal problem, someone may have died, business may have expanded or merged, someone may have been promote to the other position within the organisation or a new business may have just opened and may be looking for I have chosen two companies which are Tesco and Cadbury. Tesco Tesco - Tesco plc is one of the largest retailers in the world, operating more than 2,300 supermarkets and convenience stores and employing 326,000 people. Tesco's core business is in Britain, where the company ranks as the largest private sector employer in the United Kingdom and the largest food retailer, operating nearly 1,900 stores. Today the group operates in 13 markets outside the UK, in Europe and Asia. Over 100,000 employees work in our international operations, serving over 15 million customers and generating £7.6 billion sales and £370 million profit. Over half of group
1. explore the process of recruitment planning
In this assignment I am working as a chief executive for Boots plc. Boots is a nationwide chain store that accommodates the outlets of the UK's town and city centres and out of town retail parks. Boots are hoping to open a new store in an out of town location within Stoke-on-Trent. High streets are becoming out of fashion and therefore more stores are deciding to open outside of the town just off a motorway for example where parking is available for ease of carrying your purchases to the vehicle. Therefore Boots are going to try and open a small store in a tourist location that wouldn't typically be a first choice for a Boots store, but by trying a new location there is a chance that Boots could reach a new audience and gain new customers. It is going to be my job to arrange the recruitment and selection needed to open the new Boots store in 6 months time. My learning outcomes that I hope to achieve are - . explore the process of recruitment planning 2. investigate the selection practice 3. explore recruitment practices and procedures 4. review the impact of recruitment and selection legislation throughout this assignment I will produce a recruitment and selection manual that will not only help Boots recruit their new staff for the new store, but also for any other businesses that are wanting to recruit and want to know how to produce documents such as a job description,
Business Studies - Recruitment
Task Three Business Studies The purpose of the recruitment and selection process is to acquire a suitable number of employees with appropriate skills, in order to meet the man power requirements of the organisation. It is in the interests of the firm to achieve this goal at a minimum cost in terms of both time and resources. Businesses use several standard documents in the recruitment process, below are some of the key documentation used by businesses during recruitment. Authority to recruit - Once it is established that there is a need to fill a vacant post, managers need to know whether there is sufficient budget to cover the cost of the vacancy, although McDonalds are a large company they will have budgets for all their costs, this includes having a cash limits on recruiting as each employee costs £130 to train, this means authority to fill the post must be given before the recruitment process. Job Descriptions A job description should be created for every job role. This document should set out the overall purpose of the job and the key tasks and responsibilities of the post. Structure and components of a job description Component Function Job Title This should be a short descriptive title that explains the nature of the job, such as customer service assistant or senior team leader. Purpose Usually a one sentence summary of why the role exists: for
The recruitment process of marks and Spencer
Task 2 employee recruitment and training Flow chart showing M&S recruitment process The recruitment process of marks and Spencer is documented as a policy. The policy must be followed by all managers recruiting new employees. This policy insures that the manager explains clearly the process of the policy to all staff, to ensure the business uses the right process to get the right people and fairness in the recruitment process to avoid breaking the law such as discrimination against people such as people's ethics origins or disabilities or they might discriminate because of
