An Organization 's Staff Recruitment Policy

In order to create and develop a training session for line managers with the title 'managing recruitment, selection and appointments lawfully ', I will firstly explain the methods and policies that support lawful recruitment and selection, in particular discrimination law in recruitment and selection and the law of contract, this will be done in the form of a presentation to our management team.

The guidelines provide a guiding principle upon which employers such as the federal, state, and local governments as well as private organizations base their employment procedures. Under these guidelines, the employers are required to come up with employment tests and test processes that ensure the "appropriate" proportion of minority and protected races or individuals are hired and/or promoted without bias or discrimination. This whole process is generally referred to as "the reduction of adverse impact."

There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example, in times of high unemployment it is far easier to attract high levels of talent, as there are many unemployed suitable candidates in the job market. Similarly it is easier to retain staff as they are less likely to leave due tot the difficulty of finding new suitable employment. Political factors such as changes to minimum wage may also have an effect on talent planning, it may be that an increase in minimum wage will

1. A research-supported rationale for creating the plan that includes a statement of the advantages to the institution of having a sound faculty/staff recruitment and retention plan.

Human resources and the services they provide can be seen as the crucial link between staff and the achieving the business goals and objectives.

They may do this by bulletin board, job websites, referrals, social media, college recruiting and newspaper. With the way the world is today it is so easy to post jobs. Just to give some example of job websites, there are Indeed, Monster, CareerBuilder and many more. Then you have your social media like Facebook, Instagram, and others. Following Recruiting we have Selection. In Selection stage we have all the candidates that have applied for the positions. This section contributes to the organization performance because if you select the best candidate for the job, then you have the best people on your team to contribute to the organization goal. HRD in this section is responsible for screening through applications and resumes. Once they have selected a few candidates they would carry them through the application process. From there they would select a number of candidates needed to complete the job. After the candidates accept the position they can now begin to work. The next key function is Training and development. In this process the new hired candidates would get trained about the company, job and what is required and expected of them. This stage would allow the candidates to know the policies and

So as you can see above the first step to do in recruitment process is the job a business are offering description and person specification. Then the company advertise a job using one or maybe both methods. The applicants apply the application form and send it to the

I assist recruitment agencies when managers/line managers inform me that they are looking for new staff. I will prove the agencies with a good brief of the job and all necessary information they will need. Then keep an open communication with them regarding interviewees.

The most common selection process is an interview. The interview is a chance for the applicant to sell themselves and for the organisation to learn more about the applicant as the information on application forms and CV’s are limited. A benefit of interviewing is to see how the applicant responds under pressure and on the spot.

An organisation needs human resources (HR) as its essential due to the fact its covers recruitment and retention. The reason why recruitment is so important is that businesses such as Tesco need the people with the right skills to do their jobs. If Tesco let’s say are recruiting a new floor manager they will only employ individuals with specific skills and criteria this may also be based upon experience, so they will test people applying with unique strategies. It may be hard for Tesco to acquire this member of staff so they advertise the job role using

The person in charge of human resources would be responsible for the recruitment side of the business such as advertising for a post, be part of the interview and selection process, be part of the induction process. The HR manager would be responsible or making sure they’re up to date with all the most recent employment law legislation and ensuring people know about the changes. The HR manger would also be responsible for wages, finance and pensions in accordance with company policies.

Once an open position is approved for recruitment, Human Resources (HR) will generate job announcements electronically and post the announcements in designated areas within the building. Appropriate external recruitment sources will vary depending on the vacancy and will be determined

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

They screen job applicants to obtain information such as their education and work experience. Schedules new employees for drug screening tests, personality, and interest tests; explain the organization’s employment policies and refer qualified applicants to the employing official; and request references from present or past employers. Also, human resources assistants inform job applicants, by telephone, letter, or e-mail, of their acceptance for or denial of employment.

I have reviewed Alamo Waste’s recruitment, selection, and retention efforts. I have identified some weaknesses. In the recruitment process, weaknesses include using Craigslist, unemployment offices and college job boards. The internet is a very good resource for recruiting, but there are more useful and trust-worthy job sites other than Craigslist. Another weakness is that interviews are brief and the questions depend on the interviewer. The interviews should be structured and consistent (Argosy University Online, 2016).