Unit 13 Recruitment And Selection P1

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

Recruitment can be defined as all those those practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees (Parry and Wilson, 2009). The world of recruitment is rapidly changing. The impact of the technology on recruitment is huge.

In this report I will compare the purposes of all different recruitment resources documents used in the selection and recruitment process for a given organisation.

All these factors are in addition to the recruitment of members. The recruitment packet should detail the qualifications, salary, benefits and minimum required experience.

Recruitment can be a very timely and costly process, therefore it is important to ensure the correct documentation is produced and the correct candidate is recruited. It is also vital throughout the recruitment process all documentation, actions and decisions made, complies with relevant employment legislation. This report will also explain the purpose of an induction and appraisals.

The recruitment process consists of different stages/documents that candidates have to present and go through. It helps to find person with best fitting criteria in order to improve the productivity of whole community.

The process of recruiting and selecting potential employees who fit into an organisation should be regarded as more of a science that an art. The aim of recruiters should be, to hire the right person for the right job the very first time. This requires prior preparation from both the recruiter and the applicant. Failure to hire the right person leads to waste of resources such as time and money, not to mention; a potential loss of business and a high employee turnover rate. Hiring procedures depend on the the position currently waiting to be filled. It is necessary to start with assessing the needs of the job, essentially creating a job description (Roselius & Kleiner, 2000, pp. 17-20). This makes it simpler to advertise for the position

Recruitment and Selection are vital processes for a successful organization, having the right staff can “improve and sustain organizational performance” (Petts, 1997). “Recruitment and Selection are conceived as the processes by which organizations solicit, contact and interest potential appointees, and then establish whether it would be appropriate to appoint any of them”. (Sisson, 1994).This essay will discuss the best practices used by organizations in the recruitment and selection processes. Perth Convention Centre, a multi-million dollar

In this assignment I am going go through how and what companies do when they are hiring people and what candidates need to do to get their job. I am also going to describe the recruitment documentation used in a selected organisation. The selected organisation I am doing is Tesco.

Employee recruitment is the procedure employed by a business firm in the location and attraction of potential job applicants with the aim of filling a vacant job position (Helms, 2006). In order to optimize competitive advantage, below is a recruitment strategy used

Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

once a pon a time therepurpose of these documents is to inform the applicant about the job and the company they are applying to and inform the employer more about the people who are applying for jobs at their organisation. The documents involved in recruitment are:

The interview process is also essential in recruiting the most suitable candidates for the available position. There is a useful article written by Hoynes, M. (2005), ('How to interview effectively', People Management, 8th December, pp.40.), which stresses the most valuable elements of the interview process. The company is advised to train all interviewers in attaining the most relevant information from the candidates and keeping their interviewing techniques sharp through training and refreshing courses for their interviewers. Some of the most significant interviewing techniques highlight the importance of preparation beforehand and emphasise the value of structured interview. The interviewers are advised to vary their questions and keep them relevant to the topic. They must also keep in mind that it's a "two way thing" (Hoynes, M. (2005), 'How to interview effectively', People Management, 8th December, pp.40.) and that the interviewee is also assessing the organisation. The interviewer must therefore project a good impression of the company to the candidate. As most short listed candidates will be unsuccessful in their job application, it is therefore essential to "leave a good impression" (Hoynes, M. (2005), 'How to interview effectively', People Management, 8th December, pp.40.). Another vital component of the interviewing process is "tracking your recruits" (Hoynes, M. (2005), 'How to interview effectively', People Management, 8th December,

Recruitment is defined as the process of having the right person, in the right place, at the right time. It is crucial for any organisations organizational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills. The importance of diversity should be taken into account at each stage of the recruitment process in order to create a strong work force . Processes and systems should be regularly reviewed to ensure hidden bias is removed and to make certain talent is not being blocked from entering an organisation. Everyone taking part in activities such as short-listing and interviewing should be aware of relevant legislation. this study is an attempt to understand the process and the status of recruitment in the select organsiations .