Fixed Term Contracts are given by employers on the basis that the contract will terminate at a future date when a specific ‘term’ expires – e.g. the completion of a particular project or task, the occurrence or non-occurrence of a specific event (covering for an employee who is on or ,for example).
People on Fixed Term contracts (FTC’s) will be PAYE When you are employed on a Fixed Term Contract your (or your ) should state the date the contract is expected to end and the reason it is for a fixed-term period.
To cover a period of paid / unpaid leave where the end date is known;
To cover a secondment when an end date is known;
To cover a vacancy where an appointment has been made but the appointee has not been able to take up the post immediately.
CASE STUDY: Dr Oetker
Fact: In 2009, sales were $2.5 billion
In groups of 4, work through the following questions:
- Which types of vacancy might Dr. Oetker require when moving production from Germany to the UK? Cargo all the items can go with him.
- What might happen if they did not recruit the right staff? They will struggle as they need people who have experience in the time Pizza industry and also the whole process will be time consuming.
- What effect would their recruitment have on the local area? It will make people look forward to their opening.
- Which other factors should be taken into account when moving production from one country to another? The population of the town, How many Pizza places there in the town and the location/ Any other additional competitors who have already opened in the location
Recruitment Decisions: When recruiting new positions they will go through the job analysis. The decisions to recruit nowadays are hard and are not taken lightly. Before an organisation actually recruits a new person to do the job, it will make sure that it really needs to recruit the person permanently and to ensure that the work cannot be done by anyone else.
Recruiting internally: This refers to the filling of job vacancies from within the business - where existing employees are selected rather than employing someone from outside. A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programme has been effective. Internal vacancies are usually advertised within the business via a variety of media staff notice board, intranet, In-house magazines / newsletters and staff meetings
Advantages of recruiting internally:
Gives existing employees greater opportunity to advance their careers in the business
May help to retain staff that might otherwise leave
Requires a short induction training period
Employer should know more about the internal candidate's abilities (= a reduced risk of selecting an inappropriate candidate)
Usually quicker and less expensive than recruiting from outside
Disadvantages of recruiting internally:
Limits the number of potential applicants for a job
External candidates might be better suited / qualified for the job
Another vacancy will be created that has to be filled
Existing staff may feel they have the automatic right to be promoted, whether or not they are competent
Business may become resistant to change; by recruiting from outside, new perspectives and attitudes are brought in
Recruiting externally: There are many sources on how to recruit externally such as careers fairs, newspapers, Job Websites ( monster.co.uk), agencies e.g. reed.co.uk, job centres, head-hunters, company websites such as BA, Volkswagen, John Lewis and Arcadia.
Advantages of recruiting externally:
Outsider people bring in new ideas
Larger pool of workers from which to find the best candidates
People have a wider range of experience
Disadvantages of recruiting externally:
Longer process
More expensive process due to advertising and interviews required
Selection process may not be effective enough to reveal the best candidate
Agency:
A recruitment agency can help you by submitting you for vacancies notified to the agency by employers.
Employers use recruitment agencies in order to
Recruit for a new type of post for which they have no expertise
Minimise publicity when recruiting in one area of work while losing staff in another
Conceal recruitment activities from competitors
Get help with the recruitment process - eg if they don't have enough staff to deal with it
Many agencies specialise in certain types of work, within certain sectors or in particular geographical areas. The employer pays the agency to assist them in filling a particular job. You should not be asked to pay the agency for finding you work - although there will normally be a charge for additional services such as personality testing or preparing a CV. On filling the post, the employer will pay the agency a fee (normally a percentage of the first year's salary).
Advantages of an agency:
If you're working full-time, the recruitment agency can be working on your behalf while you apply for jobs directly.
Specialist agencies may be able to offer advice about their sector.
You can work through staffing and contracts agencies to gain varied short-term experience with several employers.
You may be able to set up work in advance of arrival in a new town.
Disadvantages of an agency:
Cost of agency and the new employee
They may not find the right person for the job as the agent does not work within the organisation
They may not care about employing the right person as someone working for the organisation
Amersham and Wycombe College Recruitment Planning:
Vacancy arises Feb 2013 for College Principal
Position to be filled approved by Board of Governors
Job Description, Person Specification, Information Pack (Reviewed and Prepared)
Information Pack Content:
Salary and terms of appointment
Copy of advertisement
Introduction to College
Summary financial accounts for year to July 2012
Job Description
How to apply
Guidance and preparation for your application
Selection criteria/Person specification
All information then passed to Druines and then they target suitable candidates and advertise on TES website and newspaper
Candidates shortlisted against criteria
Interview Dates:
Last date for submitting applications: 22 March 2013
Initial sifting interviews with Druines Limited: By arrangement between late March and early April 2013
Initial formal interviews with selection panel: 16 April 2013
Final formal selection for shortlisted: 24th and 25th April 2013
Position offered upon satisfactory references
Induction progress, performance reviews and satisfactory completion of probationary period
A&W’s internal sources of recruitment:
Amersham and Wycombe College have a website they post jobs online they also have a staff newsletter where people can read on the newsletter if any upcoming jobs are available to them and suit their experiences. Below is Print Screen Shot of a job advertised on the A&W college website this is available for people to see if they can meet the needs of the job and should apply for it.
Tesco Recruitment and Planning:
Attracting and Recruiting: Recruitment involves attracting the right standard of applicants to apply for vacancies. Tesco advertises jobs in different ways. The process varies depending on the job available. Tesco makes it easy for applicants to find out about available jobs and has a simple application process.
External Recruitment: Tesco advertises vacancies via the Tesco website www.tesco-careers.com or through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process. People interested in store-based jobs with Tesco can approach stores with their CV or register though Job centre Plus.
Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is a very important part of the selection process.
In the first stages of screening, Tesco selectors will look carefully at each applicant's curriculum vitae (CV). The CV summarises the candidate's education and job history to date. A well-written and positive CV helps Tesco to assess whether an applicant matches the person specification for the job.
Assessment centre's: A candidate who passes screening attends an assessment centre. The assessment centre's take place in store and are run by managers. They help to provide consistency in the selection process. Applicants are given various exercises, including team-working activities or problem solving exercises.
These involve examples of problems they might have to deal with at work. Candidates approved by the internal assessment centre's then have an interview. Line managers for the job on offer take part in the interview to make sure that the candidate fits the job requirements.
Application Process of Tesco:
There are 5 steps of the application process:
Your application: This is an online application process, during which you will be asked to fill in our application form. This is essential for all applicants. You may also have the opportunity to attach a CV, but this is in addition to the form. For some roles you will also have a telephone interview or an online assessment. This helps us assess your skills and lasts around 30 minutes.
The interview: The interview will mostly cover Your Background and technical skills, Your abilities – both personal and professional and Your fit with our Values.
Selection stage: The face to face interview is the last stage in the process – it varies by role. In other cases there may be further interviews or perhaps individual assessment exercises or attendance at an assessment centre.
Pre-Employment Screening: During the employment screening Tesco will do their normal check-ups for example ID checks and credit checks
The Offer: If everything goes well Tesco will be in a position to offer the job to you.
Psychometric Test: Psychometric tests are structured methods used by employers to assess each candidate’s suitability for a job. They may include aptitude or ability tests, personality questionnaires or a combination of both. Psychometric testing is usually one part of a multi-stage recruitment process.
Aptitude Test: These are formal tests, completed online or on a printed answer sheet. They are designed to test your reasoning and cognitive capability, usually to a strict deadline. Each test is generally comprised of multiple choice questions. An employee will be given instructions before you start and there will be some example questions to try with no time limit.
Online tests are often used as an early selection method. An employee will usually be asked to sit a similar test in person, should you progress to a later stage of assessment or selection.
by
ashra007 (student)
