It also should be taken into consideration where it is that William Hill wants to advertise the vacancy because it does help when recruiting to place the advertisement in a place, which is accessible and visible to all. This is because it enables William Hill to have different skilled and unique applicants and from this can choose the best candidate for the job. This gives everyone an equal opportunity also a wide range of applications for the Human Resource department to recruit and then select.
It is possible that even after you have reached the selection process the candidates may have not been pertinent with the position which William Hill are offering that means a contingency plan has to be thought of because this vacancy has to be filled. This plan is an alternative because it has to be accounted for by the personnel department, which could be to advertise the vacancy in a different locale to attract different people or state clearly what attributes that applicants are required to have in applying for a position in William Hill.
Job description
Before William Hill’s Human Resource recruits new employees they usually carry out some sort of thorough job analysis because this then gives them a fair idea of what the job. This is done because current employees that are connected to that job area have different views of what that job involves. Five categories are used to analysis the job, these are:
- Task analysis – this looks at the study of the task that has to be carried when doing their job, which results in an objective being achieved. For example in William Hill the Managers of a Licence Betting Office (LBO) has to report on how many customers bet on different events each day like dogs, horses, football, Irish Lottery etc.
- Activity analysis – this involves activities, which make up the task both physical and intellectual demands of the job. For instance before the Manager reports on the different events he or she may need to understand how to use the computer to present the result in tabular form.
- Skills analysis – this is a study of skills that are needed to do the job, such as mathematical skills or the ability to work with others.
- Role analysis – this would be information gathered from the jobholder, superiors and colleagues. The duties, responsibilities and behaviour expected from the jobholder are discussed to produce a role description.
- Performance analysis – this attempt to set the criteria that will be used when evaluating how well a manager at an LBO carries out their job, which means identifying standards and expectations.
Once Human Resources have analysed what the vacancy entails it is then important for them to draw up the description of the job. This describes what the job is to internal employees and prospective candidates. The need for it is so that it can be referred to if there is any dispute about an employee’s responsibilities also to ensure that the job fits the needs of William Hill therefore aid personnel to decide on qualities that successful candidates must have. (As I am a Cashier at William Hill Plc my job description is on the next page.) A job description generally includes the following:
- Job title
- Grade
- Department/section
- Location
- Responsible to (manager’s title) and for (staff for whom the post holder is responsible)
- Purpose of the job/post – this is the general terms of what the job is about
- Duties/responsibilities – these are the main duties and responsibilities of the post which are required of you
- Special notes/background information
- Reference to show date compiled and name of compiler – useful when updating
Once the candidate has been appointed, the job description can be used to gauge whether the employee is doing the job ‘properly’ by comparing their activities with the description also it allows the employee to know what is required for their position within the organisation in achieving its objective. It can be used for verification of workers responsibility encase a dispute may arise if an employee is not concluding their part of the work load. Nevertheless, in saying this some workers who are motivated by money and may not go beyond the threshold of this document and use the excuse that it is not their responsibility because it is not within their job description. As the document is clearly laid out it makes it inviting to read and it is done in a way which it is easier to remember your participation within William Hill. But in saying this some who are looking for a job may not feel it is professional enough because its presentation is very poorly, not even the company’s name written at the top which reflects it is very much standardise form. I must say that my job description is very effective in meeting its purpose because all my responsibilities and roles have been identified for me on this document and its done in a mundane way which is very simple to grasp which may have been it overall purpose so no one can say that ‘it’s not part of my job’. The improvements could be to the presentation of the job description rather more appealing by at least placing the company it belongs to this may then encourage workers to stay because they are important as managers and as well proficient. This should then make them feel rather happier due to that sense of importance and the working environment would be a pleasant place to work. Also a little note should be placed on the job description that other tasks will be required of you by your manager, which will not stretch your competence too much and would be in your interest to oblige.
Person Specification
We have now the skills and knowledge needed to perform a particular job which has been outlined in the job description. Now calls for the person specification sometimes referred to as the job specification, which shows a profile of the type of person required to do the job successfully. Depending on the job role or how quickly William Hill want to recruit its job specifications will vary but mainly follows the format below - person specification for a manager in William Hill:
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Attainments: Qualifications – 5 GCSE (A* - C)
- NVQ in management
- GNVQ in business
Previous Experience – Managerial
- Deputy manager
- Customer Service
- Cashiering at a bookies
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General intelligence: Brisk reactions on customer’s bets if not complying to betting rules and precise memory needed.
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Specialised aptitude: Quick to respond to customers and colleges by making up your decisions. Has to be very accurate in paperwork, stock and merchandising the shop.
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Interests: Social events after work, activities with work mates.
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Disposition: Friendly, helpful, polite to deal with customers and approachable to staff.
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Circumstances: To be prepared to relocate if necessary and to work unsociable hours.
Such a description can then form the basis for the selection of the must suitable person to fill the managerial position, because its requirements have to be met in order to obtain the right person. The job specification also should take into the culture of an organisation for instance in William Hill sociability is our culture, which is stated in interest. William Hill wants us to work in a friendly atmosphere, social workable environment with all of us sharing ideas whereas our rivals take the solidarity culture. But it is very important to state this on the person specification so you don’t recruit an unsuitable appointment.
Application Forms
The aim of application forms is to find out about candidates by asking for information in a structured format and since they are being asked relevant questions it makes sorting applications and short-listing far easier for the personnel department. This is like ‘sifting out’ applicants who least fit the requirements of the person specification and job description. The application form also covers the information contained in a CV, such as personal details, education, and job experience and includes much more depending the position, which is required to be filled. Also by gaining biographical information, the personnel department has a simple way of matching the applicant’s qualifications, interests, past experience etc. to their person specification. This allows William Hill to decide quickly which of the applicants is suitable for a job.
Information required normally includes:
- Personal details – name, address, telephone number, D.O.B
- Education and qualifications
- Declaration of a criminal record
- Experience/employment history
- References – applicants will supply names and addresses of two references that will be able to support the candidate’s application by confirming that they are good character and are suitable for the job.
- Other information – this allows the applicant to write a statement in support of their application. The applicant would state why they are interested in the job and why they feel that they will be able to perform it well. This section also gives the employer a chance to see that style, clarity, tone and use of language in the candidates viewing.
References are used when candidates are short-listed for the post and will then only be read if William Hill seriously considers the candidate for appointment that is why with their application forms no references are asked whereas other companies like WHSmith do feel this is relevant and should be contained with their forms.
Benefits of an application form are that information, which is required of a candidate, is placed on the form and this relevant to William Hill or else it will not be asked. All applicants give details in a standard way, rather than the different approaches of letters of application. This makes sorting applications and short-listing far easier to the personnel department because they can then match candidate’s qualifications, interest, past experience etc. to their person specification. This allows William Hill to decide quickly which of the applicants is suitable for the job. But this is a tedious process for any person in the personnel department in having to read every single form and it is very time consuming because time is money. The questions which are asked on application forms can be distorted and long winded and may lead to very candidates applying for the position also some questions are asked twice but worded in a way which is confusing. This document is good for its purpose due to it getting to the point on retrieving information which is relevant for the position. But for improvements William Hill should produce a little handbook which is to be given with the application form that has an explanation of what the answer would aid in the favour of your form. This may incur more cost for William Hill but in does enable candidates to put the right answer on the document.
Interview record/assessment sheets
Usually in many companies the Human Resource department involved in interviewing, both in carrying them out and aiding managers to adopt good interview practise but usually for anyone being recruited the District manager is involved due to William Hill being a large company into divided into areas and then sub-divided into districts to be conveniently managed. By following the guidelines set for interviews William Hill hope to employ the ‘right’ person for the job also the interview is aimed to be fair to all candidates. For William Hill applicants they have bit of an idea of what their interview will be like due to a checklist is attached at the end of the application form and is clearly stated OFFICE USE. It is known to be an INTERVIEW & APPLICATION EVIDENCE MATRIX, which is a competency of nine and is rated from poor to excellent. Also at your interview depending on the position you want to apply for you are required to conduct a 14 question mental maths test which is timed for ten minutes and you must gain at least 10 correct answers. The interview does not take longer than our and the results will be found in the post usually three to four days. The reason for interviews is that they enable those that have been short-listed to be fairly judged according to their competence. This is useful so the person finally employed will be best suited for the position and enable William Hill to achieve corporate objectives.
Equal Opportunity
States that everyone has the same chance. In other words is that a candidate or employee is not discriminated against because of their sex, disability, sexual orientation or race. Some discrimination is legal and may be considered reasonable. I mean William Hill if really desperate would rather employ an ex-Ladbroke manager with 10 years experience than a graduate. The reason why William Hill complies to policy is because it does make them appear to prospective applicants that they treat all staff equal also it is seen that giving everyone the same chance can affect the productivity, costs and organisation of William Hill. William Hill has detailed and spells out the intentions of the terms of recruitment, training, promotion and monitoring of employees in their hand books to employees so we clearly know how to behave to each other and what in return we expect from William Hill regarding this policy in return. William Hill believe that being equal opportunistic enables the company to build a culture in which fairness and justice plays a major role also they actively welcome job applications from ethnic minority groups, gay groups and the disabled. The reason why it is required to specify on the application for William Hill what your ethnic origin is because William Hill needs to keep effective monitoring of the companies Equal Opportunities Policy.
Contracts
Once the employment has been made the employee is entitled to a contract of employment. This is an agreement, the employer and employee under which each has certain obligations. It exists to give both parties a degree of protection, certainty and security. This means that it is unlawful to break the terms and conditions in the contract without the other party agreeing also breaching a contract leads to great consequences. As soon as the contract has been signed it shows acceptance on both sides it also comes into existence from then on. The employment Rights Act, 1996 requires employers to give employees taken on for one month or more a written statement within two months of appointment. This written statement sets out the terms and conditions in the contract. A contract comes in different forms due to the job position you are in or simply the organisations industry but below is usually its common feature but as you can see on my contract form William Hill it is very similar:
- The name of the company and employee
- The start date and location
- Remuneration
- Hours of work
- Job title
- Terms and conditions of employment.
Contracts are rules guiding your employment with any firm because it allows you to know what legally can be done if your employer is breaking their side of the bargain. Like I said earlier it is some sort of protection if you’re on the right side because legal actions can be taken also for companies like William Hill to take legal actions against you. Employee contracts are a very important part of the company because it allows building some sort of confidentiality between employee and William Hill. Also it makes the terms and regulations, which should take part on behalf of the worker and William Hill because the written statement of the contract of employment will contain information about conditions of work and services agreed by employer and employee and these, have to be met. But the contract has some sort of boundary because if either part of the party infringes this term of employment then both can suffer financially as a result of a breach of contract and may claim damages. For example, an employee on a fixed term contract who is asked to work an extra two weeks to finish the job, but is not paid, may claim as a result. This may lead to bad reputation for the company as they are treating their employee very unfairly and the repercussions could be that the recruitment and selection would be difficult due to very little people wanting to work with them. William Hill will eventually suffer because less staff to produce the service required for customers then consumers would go to competitors and this will decrease corporation profit. I personally feel that this document is effective to a certain degree because it ensures the commitment with William Hill organisation and any appointed staff, which offers them job security because it will cost them to contravene the contract. The contract, which was offered to me, was rather straightforward and gave me an understanding of my conditions of work and service. Comparison to WHSmith contract, William Hill’s seems rather inadequate this is because it only has the basic requirements of a contract of employment. So I do recommend William should have a better outline of what the contract involves but not to make it as nine pages long because many workers will just skim through it and it means increase variable cost but it gives William Hill Plc a more business like approach in internal affairs.
There are factors the HR department must consider when carrying out interviews
- Type of interview, formal or informal-The first time interview with the employee should be formal. It should be a one to one meeting where the employee gets to meet the manager or the line manager that is the interviewer, such meetings helps the new recruit cement a sense of welcoming into the business. Mean while others through the panel and etc might even cause a barrier to an effective communication.
- Duration of interview- the interview cannot be too brief because this will restrict the amount of information that William Hill needs to collect about the applicant. However, the interview cannot take too long because the business will waste too much time, and employee will also say the same repetitive things again and again.
- Has candidate completed application letter, C.V, covering letter, are these available for checking before interview-I reckon that this is important repeating the same information in the application form and then when going to interview, they know absolutely nothing about you, then you just have to repeat the whole thing again this makes the process to long and complicated making you want to give up.
From the interviewer points of view too they also need to know a bit about the person before the interview so they can work out what are the right questions to ask. Does the entire selection process meet statutory requirement e.g.
Equal pay, Race relations, Sex discrimination etc. I think it does as the equal pay this is stated legally in one of the most important document of recruiting, the contract of employment. As for Race relation this can be bit intimidating when putting down your ethnic Origin in the application form but I believe that this questions is there to meet the equal opportunity section, and race relations.
