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Recruitment and selection for Sainsbury's.

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Introduction

Task 3 (E3, C2) Recruitment and selection Recruitment from the first stage in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function the first being the manpower planning. So recruiting makes it possible to acquire the number and types of people. It is necessary to ensure the continued operation of the organisations. So recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. So it is a linking activity bringing together those with jobs, and those seeking jobs. So recruitment has been regarded as the most important function of personal management, because unless the right type of people are hired even the best plans and best control system would not do much good. There are so many factors which effects the recruitment because all the organisation whether large or small do engage in recruiting activity, through not to the same extant because organisations differ in the size organisation, employment conditions, effects of past recruiting efforts, working conditions and salaries and perquisites, rate of growth, cultural, economic and legal factors. So the key requirement documents should have a very good quality, so that it can attract the job seekers towards the job and it should provide all the information, which can peruse the target, the job seekers having the same skills, which is required by the organisation. ...read more.

Middle

What are the required performance standards and how are they measured? Job description When the job analyst has gathered all the information from the job analysis then he/she can put it into a summary report setting out what the job entails. This summary report is usually known as a job description. It contains two types of information: it describes the tasks of the job and it describes the behaviour necessary to actually do these tasks satisfactorily. A job description usually consists of: General information Job title Position within the business Job summary Job content information Tasks involved Purpose of tasks Methods involved Other duties Responsibilities Working conditions Physical environment Social environment Economic environment Performance information Criteria for measuring performance The job description has several users: It can help Sainsbury's tell candidates for a job what is expected of them It helps personnel officers decide on the qualities the successful candidates must have Once a candidate has been appointed, it can be used to gauge whether an employee is doing his/her job properly Disputes about what work an employee has to do can also be settled by reference to the job description. The job description allows the person interested know what is expected from him/her and allows the person to know whether he/she fits the criteria. ...read more.

Conclusion

There are many ways of looking for staff outside Sainsbury's: Through job centres, which is a free service Employment agencies sell a service of finding people jobs Educational establishments e.g. schools and colleges Management recruitment consultants used to recruit senior management Executive search consultants are employed to recruit senior staff directly Advertising in the media is the common way of attracting staff. The advertisement should: Attract attention and arouse interest among the right people State what is being offered-at least in general terms State what is required by the employer-such as experience, qualifications, ability State what the next step is-how the candidate applies Applying for the job, The steps in selection Process Before calling applicants for interview, Sainsbury's will draw a shortlist of applicants whom they think that they are suitable for Sainsbury's by looking at their application forms and CV. Short listing Many people would have applied for a particular job, but not all of these may be suitable for the job, so interviewing them all would be a waste of time. Shortlisting is selecting a smaller group from the long list of applicants by working through it. From this small group the final candidate will be chosen. Shortlisting starts with items from the person specification being used as selection criteria. Each method of application will be checked against these. The judging should be based only upon the written application whether the applicant is known to the organisation or not. ...read more.

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