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Recruitment process asssies
The importance of a good job description
Recruitment process asssies
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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. The
person specification has to fit with the company’s culture so they
ensure that the person that they recruit is likely to get on in the
firm.
Advertising also has a vital role when it comes to recruiting. To
ensure that they get adequate responses companies must ensure that
they are advertising in the right places. The human resources
department has the choice to advertise internally within the firm or
externally in the surrounding areas. Where companies advertised
depends on whether they are looking for employees internally or
externally. For example, if a firm wanted a person from within the
organisation then posters in and around the workplace would suffice.
However, if the company wanted people from surrounding areas then
advertising in local newspapers would be the way forward. Below is a
list of the most common place that businesses advertise job vacancies:
ü Local job centres are an ideal place to post job vacancies as they
attract a varied types of people
ü Newspapers can cover large areas and are read by many people daily.
A firm can expect to get many responses from this type of advertising
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.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Candide’s Missed Opportunity in Eldorado In the story Candide, written by Voltaire, the main character Candide misses a great opportunity. The opportunity he misses is presented in the story when Candide decides to leave Eldorado. This turns out to be quite a horrible choice in my opinion. One reason this decision is poor is due to the fact that Candide endures countless dangers after leaving Eldorado.
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
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.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
Human resource department first identifies the need of that job, particular its expenses in hiring that employee(s), time required for its training and orientation in Zong Pakistan. After the approval of the manager of human resource department, different methods they adopt for the external recruitment are as follows.
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.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Human resources department should broaden company/organization recruitment base; hire people based on the skills, experience, qualification, expertise and interests.
As an organisation grows and expands, the human resource department. will know that the organisation needs to recruit more staff and they plan carefully and carefully. Recruiting staff in an organisation is very expensive. and costly, so the human resource function helps the organisation to.
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 degree programs, so a forestry graduate from UC would be a very suitable candidate, as the incumbent is required to hold a water or forestry qualification. There are around 200 Biological Science (forestry’s category) graduates from UC each year which gives them another idea of the possible size of the labour market. A potential difficulty could be locating where these graduates ended up, however effective advertising, and even contact with the university may help attract these graduates. 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, ...
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)