Describe the various stages of a hiring process

Vacancies occur within the business for many reasons, which can range from an employee having long-term sickness to the expansion of the business. Below this will be where I explain the most important reasons and I will be giving examples to both Tesco and Woking College.

As Armstrong (2009, p. 515) explains it, “recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs”.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

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

The importance of an effective induction is imperative to both employee and employer .For a new employee induction in the workplace is often the first impression of the organisation so will have a significant impact of the integration for the individual, team and also job satisfaction. An effective induction reduces anxiety, nervousness, and absenteeism and em¬ployee turnover. It also helps minimize the reality

The purpose of an induction is essentially to introduce a new employee to the organisation, and to help them become effective in their new role as quickly as possible. Inductions often include new starters gaining an understanding of what is expected of them in their role, their responsibilities, and the organisation’s culture, this benefits the employee as they have a greater understanding of their job and have an opportunity to ask any questions. The organisation is benefited also as it allows them to make sure there is no misunderstanding at the very beginning of the employees contract.

With recruitment and selection, you have to review a lot of resume and then you have to find the right candidate who you feel is suitable for the job. Once a person is hired, then they go through training and development. According to Noe et al (2013),

Now the selection process takes place once someone has been recruited, in most cases a candidate must go through an extensive selection process just to be hired. The selection

The screening process will consist of examine resumes, applications and recommendation for internal applicants. This process includes fielding call or emails about the opening to ensure the company has maximize its efforts to publicize the vacancy. The process will evaluate the candidates experience, work history, education, and certification to quality the candidate to the next round.

Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.

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

Overall an effective induction will improve staff retention rates as it can act as reinforcement that the employee has made the right choice in coming to work for the organisation. Ineffective inductions can lead to an employee getting off to a bad start and can create poor impressions and undo a lot of the good work which was done during the recruitment process. It can impact on how well an individual integrates into the team resulting in low team morale which could in turn affect team performance and productivity. Absenteeism levels can increase which again impact on the team and the Manager will spend more time addressing the issues. Ultimately an ineffective induction may result in the new employee leaving which has a number of implications on the organisation in terms of retention rates and

First strategy is screening applications and resumes. HR manager have lack of information about candidate so, HR manager will screening candidate resumes. HR manager will check candidate’s skills, experience and education back ground through resumes.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”

The hiring process is the procedure through which a perspective employee applies to the organisation. The manager is then able to retrieve and review applications before accepting or denying their employment.