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The aims of recruitment.

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Introduction

Chapter 3 - Recruitment The process of recruitment and selection are closely linked. Both activities are directed towards obtaining suitably qualified employees, and recruitment activities lay the groundwork for the selection process by providing the pool of applicants from whom the selectors may choose. Recruitment can be defined as: - all activities directed towards locating potential employees - the attraction of applications from suitable applicants The aims of recruitment Factors affecting recruitment are the framework imposed by legislation, and the fact that no organization will want to spend money on unnecessary activities. In keeping with this and the definition of recruitment given above, the aims of recruitment are: - to obtain a pool of suitable candidates for vacant posts - to use and be seen to use fair process - to ensure that all recruitment activities contribute to company goals and a desirable company image. - To conduct recruitment activities in an efficient and cost-effective manner. Most human resource management issues and be analysed in terms of legal, moral and business considerations. With reference to the stated aims of recruitment, these considerations could be said to be: Legal - to comply with anti-discrimination legislation Moral - to avoid unfair discrimination for moral reasons as well as obedience to the law Business - to ensure that all efforts are directed towards achieving corporate and not personal goals. It is important to have a systematic approach so that all steps of the recruitment and selection process are conducted in line with: - the company's human resource strategy - equal opportunity goals Recruitment Policies A policy is simply a statement of intent on the part of a company; it outlines the approach every one is expected to adopt and the standards they should achieve. ...read more.

Middle

Under the DDA they must consider making these modifications. The DDA criticised for its narrow definition of disability, based as it is on medical rather than social models of disability. It has also been criticised fro failing to establish any body specifically set up to champion the rights of the disabled in the way that the EOC and the CRE cab regarding sex discrimination and racial issues respectively. There has also been criticisms as the DDA only applies to organisations which employ more than 20 employees and merely says that is a question of good practice, small employers should be encouraged to follow the Act's provisions voluntarily. Rehabilitation of Offenders Act 1974 A past offender should not be expected to reveal his or her offence once the conviction is spent, and should not be denied employment because of his previous offence. A number of exceptions to these rules about spent convictions apply to people who in the course of their job have unsupervised access to minors, meaning that for this category of employee certain convictions can never be regarded as spent. Non-Legislated Unfair Discrimination Recruiters are no more free from personal biases than other people; the important thing is to be aware of them and recognise that such criteria have nothing to do with selecting a person for a job. Many of these biases will have most impact at the selection stage when the parties first meet face-to-face. Managing diversity in the workplace According to the Institute of Practitioners in Advertising (IPD) ...read more.

Conclusion

- letter of application - handwritten/typed submission - personal call One advantage of application forms over CV's is that the company controls the information that is given not the applicant. In this way the company can ensure that the same types of information are gathered from all applicants, that the information that could potentially lead to unlawful discrimination is excluded. The application form is a bridge between the recruitment process and the selection process. Once a completed form has been received, it can be used as a basis for the initial selection exercise, but until this occurs, it is part of the recruitment process and its design should be subject to recruitment considerations. Equal opportunities implications In order to promote access to jobs, employers may wish to assist those with poor language skills in completing application forms. These are positive measures so that such people are not unfairly excluded from such posts would be an example of good practice and could lead to a company's acquiring committed employees. Many application forms now contain an equal opportunities monitoring section so that employers can evaluate their success in attracting applications from qualified members of designated groups, and also monitor the handling of these applications at all stages of the selection process. Administrative procedure The final aspect of the recruitment process we need to consider is how you are going to handle applications. You will need to design administrative procedures that address the following issues: - accepting applications by phone/walk in - sending forms/information - acknowledgement of applications received In deciding on the appropriate administrative procedures you will need to address questions about what you want to achieve, but also the question of cost. ------------------------------------------------------------------------------------------------------------ ...read more.

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