Recruitment And The Recruitment Process

1590 Words4 Pages
bulb-icon

Recommended: Main features of the recruitment process

Initially, the hiring process will provide the job description and qualifications for the position opening. It will be beneficial to the firm to clarify which qualifications are necessary to perform the job as opposed to desired. Which will help the organization stay away from unrealistic outlooks for would-be personnel. (p. 191) The policies and procedures for recruitment can be in-depth. Practices such as promotions and most specifically promotions from within will feel fair when accompanied with effective documentation. The way in which a business is seen by the public will have an impact on the recruitment process, too. During class, the discussion over Wal-Mart and their operating tactics. Specifically, working the new hires as …show more content…

Employment agencies, job fairs, e-recruiting have all become popular avenues for potential candidates. Employment agencies have been split into different categories, employment agency and executive search firms. The defining difference between the two would be the salary level. Employment agencies will handle the lower level employee to middle level managers. Executive search firms will handle upper-level managerial position. These types of firms will be compensated whether there was success or not. As opposed to employment agencies who will only be compensated if the organization received an employee. (p. 199) Job fairs or special event recruiting have been popular. This would be extremely popular for new businesses or those who were not well known. This would be beneficial for drawing prospective contenders. Job fairs have tended to be sponsored by number of companies who all occupy booths to make known available openings. (p.199) This brought to mind, the Chesapeake sponsored job fairs which were held annually probably ten years ago. There would usually be over 100 companies there, looking for employees all in one place. Which greatly improved people’s chances of finding gainful

Show More
Related

  • Analysis of key Recruitment Documents

    877 Words  | 2 Pages

    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.

    Read More

  • White Feather Corporation’s College Recruitment Program

    1652 Words  | 4 Pages

    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.

    Read More

  • Summary Of Richard N. Bolless What Color Is Your Parachute

    1207 Words  | 3 Pages

    Bolles begins by preparing the reader to know that the job market has changed, and that some new approaches and perspectives need to be utilized to be a successful job hunter. The author moves on to discuss how most employers are learning more

    Read More

  • Questions to Zappos, a Company

    786 Words  | 2 Pages

    There are several steps in the selection process at Zappos. Initially applicants need to fill out an application online on the company’s website. Then, the first step in the process is a phone interview with potential employees. Applicants will be asked a series of questions by a recruiter on their skills and experience. After the phone interview about half of the applicants will be selected for a second interview. The second interview is in a room with a bunch of televisions, where potential employees will be asked various questions about Zappos core values. For instance, recruiters will ask questions to find out if candidates are enthusiastic and dedicated to learning. In the third step of the process Zappos will bring potential employees to the company’ organization. In this step an HR director will test to see if the potential employees is impolite or polite to the shuttle bus drive. If a potential employee is impolite to the driver, they will be rejected from being hired. The fourth step requires candidates to do a replica of a newspaper and to identify how many images it contains. This step test out how astute candidates are because by reading the headline, candidates will be able to find out the answer right away. In the fifth step, recruiters observe how candidates interact with other individual. For instance, the recruiter will accompany potential employees to lunch. If the potential employee is sociable with individuals, they will be a good cultural fit. This is the last step in Zappos recruitment process and approximately one-tenth of candidates will be offered a job position.

    Read More

  • Essay On The Recruitment Process In Tesco

    1198 Words  | 3 Pages

    The next step in the recruitment process involves attracting the potential employees, using various methods.

    Read More

  • Recruitment and Hiring Process

    581 Words  | 2 Pages

    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.

    Read More

  • The Customer Service of McDonald´s

    1009 Words  | 3 Pages

    Every restaurant is always responsible for filling up available positions. When it comes to recruiting employees McDonald’ uses several techniques and many of the positions they offer are advertised within McDonald’s restaurants. McDonald’s has one of the best recruitment histories in hiring quality staff that provides that outstanding service to consumers. Some of the methods used to recruit and be able to select is through ...

    Read More

  • Angelo's Pizza Case Study Answers

    749 Words  | 2 Pages

    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

    Read More

  • Improving College Recruitment

    1823 Words  | 4 Pages

    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.

    Read More

  • The Role of Recruitment and Selection

    1281 Words  | 3 Pages

    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.

    Read More

  • Borgata Hotel and Spa Casino Case Study

    1203 Words  | 3 Pages

    Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...

    Read More

  • Recruitment Process Of Walmart

    1384 Words  | 3 Pages

    At Walmart human resource management uses internal and external recruitment processes when hiring for all positions. Walmart uses three major internal recruitment processes, current employees, trainees, and transfers. For external recruiting, respondents to job advertisements, campuses, and previous applicants are most significant to the firm. Of the three, respondents to job advertisements is the largest because Walmart posts job openings regularly on their website. Also they have introduced a new online recruitment website and applicant tracking system. The website allowed them to process over 185,000 applications which added a total of 7,078 new associates to their business in 2010 (Next Generation).

    Read More

  • Characteristics of a Successful Candidate Selection Process

    1812 Words  | 4 Pages

    A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?

    Read More

  • Recruitment And Selection Process Essay

    1176 Words  | 3 Pages

    ...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)

    Read More

  • Borgata Hotel Casino and Spa Recruitment Case Study

    835 Words  | 2 Pages

    ...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.

    Read More

More about Recruitment And The Recruitment Process

Open Document