Cleared Production Positions: Case Study

Clapton Commercial Construction should begin the recruitment process by posting the available positions internally. When you promote from within there is a positive impact on employee morale. Employees feel the company compensates hard work for better opportunities and can inspire employees to work at a higher level of productivity. Internal recruiting is also associated with lower costs. The HR department can post the position on the intranet and bulletin boards throughout the organization versus the high cost of external postings (Root, 2015). If an external recruiting effort is launched prior to considering the talents, desires and future of the current pool of employees it may cost the organization more money in both short term and long term. Ultimately, for a successful internal recruitment process to occur, strong management support is critical (Cascio, 2013).

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.

Some procedures may involve having the correct processes when recruiting staff. This is when the work force has staff that are reliable and are the correct workers who can be trusted to work in that work force. It also means that they will not cause any harm towards others in the environment, whether they are service providers or service users or anyone else who comes into contact with the environment. It may also mean these individuals have access to information that regards the individuals

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

If prospective candidates, who are viable for for the positions being sourced, have submitted their resume backgrounds directly to the database and/or it are submitted by an Account Representative and/or Recruiting Consultant I believe they should be identified prior to handing the project off for recruitment

Following this, we will consult the employees or their representatives to identify if they are willing to retrain for another available

The Department of Veteran affairs provides versatility for the applicants to meet educational standards based on applying the levels of educational requirements to the job that the applicants Intends to perform. The job positions range according to the General Schedule (GS) assigned positions. The Department of Veterans

WHS DECA members who meet and the eligibility requirements and submit a completed application by the deadline will be considered for a position on the officer team.

Short-listing is the most important stage in the recruitment process and can be able to assess all the candidates’ applications whether who is the person who is suited for the job. Applications should be confidential.

When an individual accepts any federal job offer that requisites a security clearance, there is a specific process that must be completed. The individual will be required to complete and submit a Questionnaire for National Security Positions, and although the printed version of this document is still in circulation, the vast majority of individuals will complete the questionnaire online by completing the web-based alternative to the printed document, known as the Electronic Questionnaire for Investigations Processing, or the e-QIP.

I would like to express my interest in the APS 5 Organisation Suitability and Vetting position as advertised on 14/03/17. I am currently employed as an ongoing APS 4 Personnel Security Officer within the Integrity and Professional Standards Branch at the Department of Immigration and Border Protection (DIBP) since March 2013. I hold a current Negative Vetting Level 2 (NV2) security clearance and am completing a Certificate 3 in Government Security Personnel. I am committed to achieving continuous improvement in Personnel Security and Integrity of staff through both the completion of external training courses and on the job training. I have an understanding of, and commitment to, supporting the strategic objectives of the branch and the broader

Once the HRD's position is explained and described, the next step is recruitment procedure. Recruitment procedures can be defined as the most suitable candidates for a vacant in that position (Farnham & Stevens, 2000). Hire a right people is crucial and difficult; therefore, the accurate methods of recruitment will attract the most suitable candidates to HRD position (Froschheiser, 2008).

Internal sourcing often lies at the core of an organization’s recruitment system and a lot of times current employees are usually considered first when a job becomes available particularly for organizations whose talent philosophy supports promotion from within, such as the company I work for, therefore making internal sourcing more effective than external sourcing. Due to the fact that current employees can quickly grasp the concept of the skills and information needed for the position once hired, a lot of companies try

It is difficult to choose the right candidates from the applicants who have applied for the vacancy, Screening is the most important part of the selection process. This helps to makes sure that the selected candidates are the right fit for job requirements.

Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because