Identify how two organisations plan recruitment using internal and external sources

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Asid Ashraf

Unit 13 Recruitment & Selection in Business P1:

Identify how two organisations plan recruitment using internal and external sources

In this assignment I am going to be explaining the recruitment process of two organisations.

Recruitment is the activity of employing workers to fill vacancies or enrolling new members. Employment recruitment is composed of several stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them by interviewing and other means; and making a job offer.

Reasons to recruit people:
Employees leave their job, because they can find another place where the company will pay them better salary. Employees leave for training to learn more about the department they work. Employees may have got a suitable place for work. There are different reasons for an organisation to recruit someone; Employee leaving, increased volume of business, Different work, Maternity cover, Sickness. The other reason for employees leave is because of sickness, a time away from work caused by illness, injury, or other form of incapacity, which means that an employee is medically unfit for work. It depend how long the person is going to be off work. Person may be recruited to cover another employee when they go on maternity leave and their work needs to be done by someone else.
 There may be many different reasons for a vacancy to arise in a business. There could be temporary vacancies to cover long term sickness, maternity/paternity leave or to cover busy periods for example Christmas. Permanent vacancies may arise due to a member of staff leaving, a new role being created or the company is expanding and possibly because of changes in the organisation.

Different types of contracts for employees:

Temporary: Also known as ‘Contract' or ‘Freelance', this could mean working for as little as one day or for as long as a few years for an employer. The real difference is that you have a definite end date for your employment period. In times of economic uncertainty companies often increase the number of people they employ on a temporary basis rather than putting them on permanent contracts. This allows them to chop and change structures much easier without the large costs involved with redundancy - instead they just don't renew temporary contracts. Temporary contracts could be used in the following circumstances:

 To cover sickness;

 To cover paid/unpaid leave where the end date is not known;

 To cover maternity leave;

 To cover a temporary reduction in the hours of a member of staff

 To cover a short term temporary increase in workload.

Permanent: Permanent employment is a full-time, salaried position with a contract to work the minimum amount of 36 hours each week. The vast majority of workers are on a permanent contract and it's as much for the protection or the employer as it is for the employee. Fixed term contracts are those which cover a temporary appointment where the actual date of termination is stated. They should be used in circumstances as follows:

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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 ...

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