The following assignment will take a detailed look into the recruitment practices of Regent Furniture Company (RFC). Certain areas of RFC's recruitment will be

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Introduction

The following assignment will take a detailed look into the recruitment practices of Regent Furniture Company (RFC). Certain areas of RFC’s recruitment will be studied and relevant conclusions will be drawn to give some idea of how their recruitment process works. For the understanding of RFC’s recruitment process and practices certain areas must also be looked upon outside of the organisation, these areas include the legislation which accompanies recruitment and the purpose of recruitment.

Task 1

Recruitment

Foot & Hook (1999) et al believe ‘Recruitment is a practice which is made up of activities. These activities are all directed towards the location of potential employees. It also involves the attraction of suitable applicants.’

This belief is also backed up by Dowling & Schuler (1990) et al who state Recruitment is ‘searching for an obtaining job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs.’

Regarding the two above statements it is obvious to see that a large part of recruitment is finding the best possible people for the particular job available. Looking at the recruitment activities of RFC they fill their positions using ‘word of mouth’ and/or ‘internal promotions’. These two kinds of recruitment which RFC follow may not attract the best possible candidates around. Using only word of mouth and internal promotion limits RFC to who will apply for the vacancies and this in turn may hold RFC back as a business.

There are many different methods of recruitment which organisations use in order to attract the best possible candidates. Some of the most common of these approaches are as follows;

  • Using job centres
  • Employment agencies
  • Staff notice board – internal advertising
  • National press
  • Local papers
  • Open days
  • Careers services

All these have been identified as the most common ways of recruitment that organisations use, this helps attract applicants from not only in the local area but from different areas. This in turn means that there will hopefully be a larger range of skilled applicants applying for the vacancy. Unlike RFC who only use two methods of recruitment it restricts the range of skilled applicants as the two methods used can be identified as internal advertisement.

Using many different practices of recruitment means that an organisation has the potential to gain more growth within its operating market and therefore maybe become more successful over time. This again can be the result of far and wide recruiting methods used by the organisation in question. Taking a look at RFC it can be seen that their practices of recruitment are inadequate as it restricts the range of applicants that may apply.

The recruitment of new employee’s maybe an integral part to the future success of an organisation. For example if an organisation employs imperfect staff which are not highly educated and skilled in the area of work then this could lead to an organisation losing ground on its competitors. This is why organisations must look at their purposes of recruitment, not only must recruitment take place to fill up a certain vacancy within the organisation but recruitment can take place to help achieve company goals and objectives. Another purpose of recruitment can be to attract applicants with the correct education/skills/enthusiasm that benefits the organisation and again helps contribute to its objectives with the organisation operating at the highest possible standard.

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Taking into account the way in how RFC are trying to recruit through their job advertisements from the case study. It is identified that there is large amounts of information missing and that they have not taken into account the legislation which accompanies recruitment. While recruiting there are many areas of legislation which must be considered by the organisation so that no prejudice or discrimination occurs. These areas are as follows;

  • Sex Discrimination Act 1975 – an employer cannot discriminate against an employee or future employee regarding their sex or marital status.
  • Racial Relations Act 1976 – employees ...

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