Question one (350 words, 35 marks)
One of the recruitment/selection methods currently being used by organizations is online recruitment. Explain what is meant by recruitment, online recruitment and describe the advantages of online recruitment. Support your answer with examples and evidences from the case study .
One of the most important things in a company or business is the employment of suitable employees. Any successful organization must pay great attention on the selection of its employees because the success of any company relays directly on the performance and quality of its employees. And in order to have the suitable employees, the company must attract the widest range of applicants for the jobs. This is the first step of the employees’ employment process which is called: Recruitment.
Recruitment is the process of attracting and targeting applicants of suitable qualifications for the jobs needed in a company. Recruitment also involves the process of targeting special and well-qualified applicants using encouraging techniques for qualified recruits to encourage them apply for the needed jobs. For example from our case study; “to target graduate recruits, Enterprise Company has developed a dedicated recruitment brand and website that shows potential employees the benefits of career opportunities with Enterprise and provides a medium through which students can submit their applications. It also presents profiles of Enterprise employees with their career stories.” All of this will have great affect on qualified recruits to encourage them to apply for the jobs which results on a better quality of applicants for the needed jobs.
Recruitment is a tow-way process that involves both the organization and the applicant, not only ...
... middle of paper ...
... company use standard documentation in order to match job roles with personal qualities and skills and then it compares the online application forms to the skills and competencies that the job needs.
Finally, the job description and person specification analysis is difficult where the organization must think about every single detail of the job and job holder, however, it is very main and important step in the employment process.
References:
1- Dale Yoder, PH. D. 1948, Personnel Management and Industrial Relations, Printice-hall, New York.
2- Emma Parry, Shaun Tyson, An analysis of the use and success of online recruitment methods in the UK, Human Resource Management Journal, 2008, 18, 3.
E-library:
1- Cook, Mark, Personnel selection: adding value through people (4th ed), Chichester, Wiley, 2003.
2- Taylor, Stephen, People resourcing (3rd ed), London, CIPD, 2005.
In this assignment I will be creating a report about two different organisations why businesses recruit and have vacancies. I will be going into detail about what internal and external sources of recruitment is, also I will list examples of methods in recruitment and explain advantages and disadvantages of these.
The next step in the recruitment process involves attracting the potential employees, using various methods.
The second year of the college recruitment program, Marianne wisely sought the advice of others experienced in successful recruiting from college campuses. By following the advice to reduce the schedule, identify job descriptions, develop questions specific to positions as well as focused interview forms to be completed along with incentives linked to performance pay the college recruitment efforts should be more successful.
The recruitment process is a vital part of hiring. Recruitment essentially is the search for candidates to fill a vacancy. Recruitment can be done in many ways but it is best to gear the recruitment process towards what will work best for the business. Posting a job opening and holding or attending a hiring fair are both examples of recruiting tactics. The goal of the recruitment process is to create
Unlike many other companies’ creative recruitment strategy will be created for this company as well. The recruitment strategy further compromises of induction policies and also staff development training programmes (Roberts, 2016). The strategies for the companies are
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
The process may cause morale problems for internal candidates not selected. New employees may require longer adjustment periods and orientation efforts. The recruiting process may take more time and resources. Recruiters often must evaluate more applications. Some more advantages of internal recruiting are the morale’s of a promotee is usually high, the firm can better access the candidate abilities on the basics of prior work performance. Recruiting cost are lower for some jobs, while the process is in motivator for good performances by employees. The process can aid succession planning, future promotions, and career development. Some disadvantages of internal recruiting are “inbreeding” of employees may result in a less diverse workforce, as well as a lack of new ideas. Individuals not promoted may experience morale problems. Employees may engage in “political” in fighting for promotions. A development program often is needed to transfer employees into to supervisory and management jobs. Some managers may resist having employees into their departments. Increasing recruiting effectiveness should be done to make recruiting more effective by resume mining-a software approach to getting the best resumes for a fit from a big
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
Recruitment is the process of locating and attracting qualified applicants for jobs open in the organization.Organization may use different means to locate qualified applicants from an internal search within the organization,or from the external job market.Internal recruitment methods include job posting via staff notices,newsletters and bulletin boards.While blogs,webcasts,or social networking through media such as Facebook and Twitter reach out to internal applicants,these can also be external recruitment tools.
Recruitment and selection strategies is a subcategory of management described as strategic management. According to Nicole Long of the Demand Media, wrote an article published in the Houston Chronicle’s small business section that stated, the recruitment and selection of the right employee for each position can lead to the reduced costs, thus leading to an improved bottom line. The recruitment and selection of the right talent for an organization is pivotal to its success and comes at significant cost. In an article published by Forbes Magazine (2013), US corporations shelled out approximately $72 billion dollars in their recruitment and selection efforts. This comes out to be on average about $3300 per recruit. With this kind of financial investments many companies have started to utilize third party recruitment companies. This practice is normally referred to as Recruitment Process Outsourcing according to Forbes Magazine (2013). After reviewing your organizational structure Mr.
Job specifications are one of the final results of a job evaluation. The job descriptions specifically state the works, customs and responsibilities of the job holder. It also gives information about the working conditions and work place practices. Employee relationship, authorities and the tools used are also described in job specification. The recruitment team is responsible for making proper job description and specifications. The recruitment team should be aware of the job responsibilities
Selecting the right personnel is crucial for any organization's success. There is therefore, the need for the recruitment process to be accurate for the success and performance of the employees being chosen, as productivity depends on experienced and qualified workers in predictive job performance (Ekuma, 2012). With fierce competition in the global market place, and matters concerning employee branding and candidate appeal, organizations need to carefully review their recruitment and selection processes. This will ensure that employee selection methods contribute towards enhancing organization appeal, but also predicting the future job performance of the employees being recruited (Ekuma, 2012).
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...