Essay on A- B-Zee

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

The last list has names of the least suitable candidates for the job. These are the candidates who have been rejected for the position. Tesco usually places candidates in this category after they have filled the application form in the most inappropriate manner. These are the candidates who did not have any academic qualifications. In addition, such candidates did not demonstrate any people skills or any job related skills. However, their applications are held on file for a period of one year. Letters are sent to these candidates informing them of this decision. A detail of this letter is contained in appendix 2. These candidate’s applications are not reviewed as was the case for candidates belonging to the second category. (Berkeley, 2007)

The charity I work for is committed to involving people who use the care and support services in recruitment. The level of active participation and involvement will be determined by the individuals themselves with support from their current support staff and manager. The right person for the job will be recruited, ensuring they best fit the necessary skills, knowledge, expertise and qualifications as set out in the person specification and

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

The Northern Oregon suggests an idea of using Kiosks and staffing agencies for hiring employees for all the stores, they believe this is the most accurate way that Tanglewood should use and implement to recruit new workforce; these methods have not only been successful Northern Oregon, but for South Oregon region too. However, The Eastern and Western regions have used a different approach, they have used the employee referral tool to recruit new employees, and it has been successful until the moment. I believe this region does not have a valid point, because if they decide to generalize the hiring and recruitment process into general ways as Kiosks and staffing companies, these other branches might start using and hiring people who does not have clearly understand what the needs, tasks, basic requirements and knowledge for the job are. Also, by implementing these new policies these branches might not receive the same quantity of people trying to enter the organization, and quality from the employees, affecting the working environment and results of these stores.

Due to complaints from store managers regarding the quality of employees a thorough assessment of Tanglewood’s hiring practices was instigated. It was determined that a organization-wide shift to a more detailed selection system was needed. A search for good predictors of sales associate performance that would create minimal additional administrative burdens for managers was initiated. (#2)The proposed alternatives to the current system are the Retail Marketing Knowledge Exam, the

The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.

In this assignment I will be demonstrating the way in which two businesses plan their recruitment and selection process. The two businesses I have chosen to speculate are Toys ‘R’ Us and in contrast I have chosen Hublot. I have chosen to write about these two contrasting businesses because they can show two different approaches to the recruitment and selection process.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

In this task I will be analysing the vacancies occur of two organisations and why they do so and in addition I will explaining how important recruitment it is in business. Also more on about what are external/internal sources of recruitment and the method of recruitment as well as give details of the advantages & disadvantages and finish with the definition of opportunity cost and examples. My selection organisation is Tesco and Sainsbury.

What does your study of power reveal about the way Sue, Josh and Franki interact in Texts A, B and C?

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.