Module 2: Recruitment Decision 1: Recruitment sources and labour market analysis. The changing labour market makes it difficult to determine the size of the applicant pool for the position. However as seen in the Household Labour Force Survey, 2016 March quarter (Statistics New Zealand, 2016) there were around 163,400 people currently employed in the Agriculture, forestry and fishing industry. Obviously not all of these people will have the right qualifications or experience for the position but it gives NatureCare a good idea of what they are working with. To narrow it down, they can look at what different universities in New Zealand offer. The University of Canterbury has the only university department in NZ to offer professional forestry …show more content…
According to the Ministry of Business, Innovation and Employment, the unemployment rate has slightly increased this quarter. (Ministry of Business, Innovation and Employment, 2016) A higher unemployment rate usually involves more people applying for jobs, making it slightly easier on employers, if they can easily screen unsuitable candidates. The first big decision when recruiting is whether to do it internally, externally or both. Internally involves promoting someone who is already employed by the business, while externally involves hiring someone completely new. There are advantages and disadvantages to both. With internal employment the organisation already knows the strengths and weaknesses of the candidates so they can determine whether or not they are the right fit for the new position. Likewise, the candidate knows the organisation well. How it works, the people employed there but also the social norms and the culture of the organisation. With hiring internally morale can be enhanced by giving someone a promotion, however the other current employees that missed out may become disheartened and unmotivated, and unhealthy competition within the business may occur. With external recruitment the …show more content…
Which ones you choose to use depends on a number of factors including current unemployment rate, the field and demographics you want to hire from, and whether you are hiring internally or externally. NatureCare are hiring externally, in the forestry industry, and although they aren’t too worried about age, the most likely candidates will be those who have graduated at least 4-5 years prior. The unemployment rate is moderate currently, at around 5.7% (it peaked at 10.7% in 1992 and had a low of 3.7% in 2007) (Statistics New Zealand, 2015) so they need to use at least a couple of different methods. For these reasons the recruitment methods recommended are employee referral and direct mail, web recruiting, and social media recruiting. Employee referral involves creating a posting somewhere within the organisation and getting employees to encourage suitable people they know to apply, or referring them to the HR department. It is often regarded the most successful way of recruiting externally because not only will the candidates have a loyalty to the organisation, they are likely to fit into the organisation well because current would not refer someone who was not a good match for the organisation. Candidates would have realistic job previews from the person who referred them so there should not be many surprises. Offering bonuses or incentives for employees who refer applicants who become successful helps
Due to the constraints included in Forest Service’s postings many otherwise qualified applicants are excluded (Reeves, 2006). Hiring by quota is unfair to applicants and can lead to dangerous conditions when positions are filled by temporary employees or remain vacant because ...
Analysis of key Recruitment Documents The two main recruitment documents at Sainsbury's are the job description and the person specification. A job description lists the main tasks required in a job. Sainsbury's have job descriptions for every job they have from the caretaker to the managing director. The job description describes two types of information: it describes the tasks of the job and it describes the behaviour necessary to actually do these tasks satisfactorily.
Attract and recruit the best talent through the use of non-partisan recruitment platforms Assign employees the performance metrics they should meet Develop a working environment that fosters creativity, innovation, and autonomy Promote a healthy work-life balance Develop a reasonable compensation plan
The utilization of both recruitment processes is used in some organization together to maximize their reach in acquiring the best applicants on the market. Additionally, they can be used together in a way where an employee of the organization can refer family members or other qualified applicants from the outside. Also, the recruitment process can be a lot of work so, organization hires companies specialized in recruitment to do the work, for example, LinkedIn.
Workforce demographics are constantly changing. This is going to have major impacts on recruitment trends in the coming years. There are many reasons for the rise and fall of labor and workforce in the United States since 1950. From men and women, age of workers, increase in education, immigration, and marital status; all of these different things have contributed to these changes throughout the years and over decades. There have been steady increases throughout the last 50 years but we will see a tapering off of this growth due to many factors over the next 50 years.
The Features of Key Recruitment Documents Before a business starts recruiting new employees the human resources department compiles a job description and person specification for the specific job they have a vacancy for. The job description gives potential candidates a taste of what is expected of them in the job. The job description is also used after the vacancy has been filled to ensure that the job is being carried out properly. The person specification is focused on the applicant and gives a description of the type of person that would be ideal for the job.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
In this essay it will first define labour market and then it will discuss the use of active labour market policies (ALMPS). The essay will begin by giving a brief definition of active labour market policies and their background internationally. This essay will then outline the Irish economy, ALMPS in Ireland and the effects of these policies in Ireland. The essay will then go on to outline the consequences of failure when a policy is not successful.
Using job postings on job boards will help with candidates they already know and will boost morale of these candidates and improve their engagement. Finding external candidates could use of the internet job websites and social media. Building a quality reputation enhances this process. Use of employment agencies to screen candidates is also useful as well as walk-ins. It is important to recruit a diverse workforce. They need to screen out employees and managers whose values are not people oriented. The managers will offer an application form to collect essential background information, education background, job references and previous supervisors. It must comply with EEO laws such as handicaps. Tests and a validated interviews will raise the quality of employee short
The New Zealand industry is now dominated by the private sector and includes numerous international companies. It also includes an increasing proportion of small forest growers. A key part of the forests in the New Zealand Indigenous environment is to help protect the many values of
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
As we known, Recruitment and selection decisions are always being major issues for human resource specialists. Much of many human resource practitioners time were spent with the job recruitment and selection decisions. It is often heard that employees are the backbone of the company. Therefore, the role of human resource department has become more and more important during the decade, which can be describe as a strategic partner in business decisions.
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
A job analysis is the procedure used to gather information about the duties, responsibilities, necessary skills, results, and work environment of a specific job. Determination of the precise attributes of a job or position through detailed observation and basic examination of the sequential activities, facilities required, conditions of work, and the qualifications required in a worker generally as a preparatory step toward a job description.
Talent acquisition is the procedure of finding and acquiring skilled human being labor for organizational needs and also to meet any labor requirement. When found in the framework of the recruitment and HR occupation, skill acquisition usually identifies the skill acquisition division or team within the recruiting section. The TA team within a company is accountable for finding, acquiring, evaluating, and hiring applicants to fill functions that must meet company goals and fill up project requirements.