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
Recruitment and selection process for Boots.
Recruitment and selection process for Boots. The recruitment and selection process is used to employ new people for the organisation, company or business. The recruitment process can be quite expensive due to the work and staff involved. Money is needed to advertise the position in newspapers, replying to candidates, paying interviewers, and also if candidates are successful then money will be needed to actually train them. In the selection process there are five main areas which are completed - * Job descriptions * Person specifications * Advertising * Selection process * Interviewing Job descriptions A job description is a list of the main tasks required to full fill the position. I have gathered evidence of a job description from Boots. The job description which I have collected states all of the tasks which are required, but in an actual job description only the main tasks will be noted. I have also got a job description from my local job centre but the information given is not enough for what would be required by an applicant. The description does not show the days which will be worked or even the type of work which will be required. More and more organisations like Boots, Marks and Spencer and Tescos have job descriptions for every job, from a Cleaner to a Managing Director. There are three main ways in which a job description can be drawn up by the personnel
HR recruitment and selection process
Task 5 Describe the recruitment and selection process in the chosen organisation from application to appointment, and the documentation used, comparing what each document contributes to the process. Vodafone's recruitment process: Candidates have to apply online and then they receive a email that there application is in the process of being reviewed and then candidate is called and asked questions relevant to the job that they applied for. Stage 1 Staffs decide to leave, or company is in need of more staff in order for it to function this is how a vacancy arises. Leaving staff hand in their letter of resignation and an exit interview is conducted in order to make changes to the company. Company decide if they need to fill a vacancy or not. Stage 2 Draft of vacancy advert is finalised and prepare for publication. Advert is placed on staff notice board, the Vodafone website and other agencies. Salary is confirmed. Stage 3 Advert appears and information is sent out to people who request it. Stage 4 Shortlist forwarded to recruiting manager. People on the shortlist are called and some questions are asked by a member of HR then they decide from the phone call who to invite to an interview. Candidates who don't pass the phone call assessment are sent letters that they are not suitable. Stage 5 HR manager sets date, time, location and panel for interview. Shortlisted
the selection process to get into the police
Assignment 4 To facilitate this assignment I will be describing the entry requirements, the initial training program and future opportunities in the given uniformed service. For this I will be exploring the police force. Task A, pass criteria Entry requirements Completing an applicant form is the first stage of the selection process to get into the police, there are necessary requirements that the applicant must meet: * In order to join the English police force the applicant must be aged eighteen years of age or above, the police prefer older candidates as they have more life experience. * They must also be a British, Irish or a commonwealth citizen they must be deemed of good character * Must be physically fit and health * Have a full driving license or be in the process of learning. All candidates: * Seeking selection in the police service must be of the highest integrity, honesty and have respect for diversity. * Must not have any convictions * Must successfully pass all elements of the selection process relevant to the post that they are applying for * Must be cleared in respect of the counter terrorism checks * Must be security cleared Task B, pass criteria Training process "If your application to become a Police Officer is successful you will initially serve a two year probationary period." (www.fife.police.uk (Accessed 03.03.08)) The
Process and Selection of Magistrates Question
Magistrates are lay persons that decide on cases in courts without having legal knowledge. Process of selection of magistrates Magistrates are appointed by the Lord Chancellor on the recommendation of the committee after being interviewed. Candidates would first go through a 2 stage interview process that tests their personal attributes and potential judicial aptitude through discussion of cases. They would need to possess the 6 key qualities that Lord Chancellor laid down which are: Good Character, Sound Judgement, Maturity, Understanding, Social Awareness, and Commitment. This ensures they are able to have judgelike qualities and are able to assimilate factual information to make reasoned decisions.zl The few qualifications for Magistrates is that they must be 18-65 years old and that they have to live in close proximity to the local justice area in which they are allocated. This enables magistrates to be from all walks of society as it includes various types of people and anyone of any occupation, gender, race can volunteer to be a magistrate. However, certain classes of people such as policemen, armed forces, undischarged bankrupts etc are forbidden to apply. This do restricts some people and magistrates could no longer claim to be a representative of the society. Although the requirements are broad, magistrates are usually of similar backgrounds which are aged 40
Types of Business; Selection
Type Of Business Selection There are a number of different types of business that need to be considered before the decision is made for which one is right for my business. First I will look at the positives and negatives of the different types before assessing them as a possibility for the business: Sole Trader There are a number of advantages of being a sole trader firstly you get to keep all the profit as you are the only owner of the business, it is also very cheap to set up compared to a number of the other types of business, As you are the sole owner of the business as well as keeping all the profits you also have full control of the business, and therefore are your own boss. An added bonus is that as a sole trader you can keep all your financial information private at the end of the financial year where as in some types of company it has to be released to the public. There are however a number of disadvantages to being a sole trader, the first being the same as an advantage, working on your own, means that you have to do all the work including some which you may not fully have the skill for, also as a sole trader you may find it hard to gain capital, and finally as a sole trader you have unlimited liability which means if the business goes into debt you are personally liable for it all. After looking at the advantages and disadvantages of being a sole trader I can
