• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11

The Recruitment Process - When a business makes a decision to recruit for a vacancy, it is important that it identifies the right staff to fill the post. It would be a waste of its time, effort and money if it selected the wrong candidate.

Extracts from this document...

Introduction

RECRUITMENT AND SELECTION The Recruitment Process When a business makes a decision to recruit for a vacancy, it is important that it identifies the right staff to fill the post. It would be a waste of its time, effort and money if it selected the wrong candidate. This is why businesses need to be very clear about the job role and the kind of person they need. The recruitment process is this: * The decision is made whether recruitment is necessary * The job description is prepared * The personal specification is prepared * Plans are made as to haw and when to advertise * Applicants are short listed * References are requested * Candidates are invited for interviews and selection tests * The successful candidate is offered the job and signs the contract of employment There are a wide variety of reasons why organisations may need to recruit staff. These could be: * The growth of the organisations means that there is more work. * The organisation has re - structured, leaving vacancies in some areas. * Job roles have changed within them business. This could be as a result of re - structuring, or could be due to the introduction of new technology, or a response to changes in the market in which the business operates * Someone has retired, resigned, and been dismissed or suffered serious illness or death. Any of these events will leave a vacancy that the business will need to fill At Anwar & Co the main reason why they recruit is to help on the accounts. ...read more.

Middle

When it has filled the vacancy, it can use the job description to help assess employee performance and salary levels. Small organisations, in particular, expect employees to be flexible. Job descriptions will need updating periodically to include new tasks and responsibilities. An Anwar & Co job description: Personal Specification Once the details of the job are finalised the next step is to decide on the sort of individual who best matches the job. In order to achieve this a Personal Specification will be prepared which clearly identifies the skill, experience and personality traits required of the successful candidate. This document is crucial to the recruitment process as it forms the basis of all that follows. This document can be seen as a blue print for the ideal employee. These documents vary depending upon the type of job on offer. The attributes required of a surgeon will obviously be different those required of a welder. However, it is common practice to adopt a similar format when preparing the personal specification for either. One method of presenting the information is based upon the 'Seven Point Plan'. There are seven sections identified but all seven may not be relevant in each individual case. The Personal Specification at Anwar & Co looked like: Job Analysis & Job Evaluation Job analysis This is an investigation into the demands of a job to identify the tasks and skills required for high performance (to draw up a job description). ...read more.

Conclusion

* Agencies * Recruitment consultants * Internet Location is not the only criteria and, as costs of advertising are nationally is significant; such advertisements are for senior positions. TV advertising can be very expensive and is usually only used by large organisations. Since Anwar & Co has a job advertisement, but they heavily rely on the Rochdale Job Centre to advertise their vacancy any way they choose. An external job advertisement at Anwar & Co looks like this: The Application Form An application form consists of different areas; the employer wants to know about the employee. These could be: * Personal information. Such as: o Name, age, DOB, address * Qualifications * Experience * Skills/Qualities It also has other areas. Anwar & Co have no application form but potential employees are invited to send a letter of application with a CV to the company, who will then assess the candidates against their requirements and invite the short listed candidates for interviews. Applicants are Short listed As a result of the advertising mentioned above the business can expect to receive applications for the position. Some advertisements generate huge numbers of applicants. The recruiter then has the task of selecting one candidate that most closely matches the personal specification. The advertisement will clearly state what method of contact is to be used. In the case of Anwar & Co the type of contact to be used is the telephone. The quality of people that apply will determine how many of them have the skills needed for the job. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business 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 GCSE People in Business essays

  1. Tesco Recruitment and Selection

    Most of candidates have in some way the same specification. This then draw to examining who the higher level in terms of if on of the applicant worked for more of a bigger organisation. This whole process of short listing is in the hands of the manager and also to ensure that the process remains free of unlawful discrimination.

  2. The recruitment process has eight different stages. - Human resources

    Some references ask for detail about the applicant's skills. Others just ask for more general comments. Stage 7. Candidates invited for Interviews Stage 7 in the recruitment process is candidates are invited for interviews and selection tests. Once the references have been provided the candidates are called for the interview.

  1. Factors to be considered when planning to fill a vacancy and carry out an ...

    * The organisation is unlikely to be disrupted by someone who is used to working there. * Internal promotion acts will act as a motivator to other members of staff within the organisation. * From the organisation's point of view, they will be able to asses the strengths and weaknesses

  2. Managing Human Resources in Marks & Spencer.

    Employee: The person whose performance is managed. Performance Standards: Standards of performance are written statements describing how well a job should be performed. Performance Appraisal: Performance appraisal is a process of assessing, summarising, and developing the work performance of an employee.

  1. Rights and Responsibilities of Employer and Employee

    Patients will see the hospital as a prescribing partner who understands and is responsive to their needs and resource pressures. Help your business to keep market share: By providing good customer service, customers who remain loyal and new customers

  2. Employees are a business's most important assets; this is why they created the Human ...

    * If you have made the effort to find out about Chester Zoo. * How much you know about the job and if you possess the right qualities. * What skills you think are needed and whether you have them. * Motivation. * What you are not prepared to do.

  1. Analysis of a Contract Specific Organisation

    Our supplier partners have similar systems. Drivers Jonas' processes are I i P accredited. Where a deficiency or skill shortage is identified with our supplier partners we will use the usual communication channels / protocols to ensure their management are made aware and assist them to address the deficiency and effect a resolution 3.

  2. For the branch manager's job, the human resources for the whole of Barclays bank ...

    Job advertisements - Advertisements are the most common form of external enrolment. They can be found in numerous places e.g. local and national newspapers, notice boards, and should contain some significant information relating to the job e.g. job title, pay package, location, job description, how to apply-either by CV or application form.

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