How Organisations Plan Their Recruitment

In businesses, people are the most crucial resource and every company aims to absorb talented people to fill the vacancies of managerial positions, therefore recruitment has become more and more important as an indispensable part of business. In order to select the highly qualified and competent employees, the enterprise designs a recruitment, which consists of two different methods: internal recruiting and external recruiting.

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

Diversity is known as individuals which are representing more than one national origin, race, gender, sexual orientation, disability, religion, beliefs, and age which create a diverse workforce environment were some feels valued at all costs and was skill sets are being used to develop goals within the organisation.

This analysis discusses research on current competencies required by employers for their job recruitment. In addition, I will evaluate the difference between the private and public sectors. Also, I will assess the current competencies required by employers such as: certifications, experience, and education. According to my research from submitting applications to looking at job descriptions of three job postings, I will explain why I been receiving rejection letters.

This report has been produced for HiTec International, it will examine the current recruitment strategy of HiTec International, address the existing issues within the recruitment infrastructure and propose recommendations to improve recruitment within the organisation while remaining competitive on cost.

O2 uses it’s own website to recruit externally new people by providing information about each different position. It also gives students opportunity to start internship or do a part-time job to get skilled and qualified in particular career with O2. As O2 is a mobile company it could send messages to their customers stating that they have a vacancy in certain sphere and invite people for interview. O2 also recruits internally by promoting certain people with a better position and salary to motivate other workers.

Since the takeover of Mansini’s company by a national conglomerate, emerging challenges of Maple Leaf Shoes Ltd. has presented an urgent need for a Human Resources Manager who possess core skills and extensive experience in human resources to handle the short term as well as long term needs of the company. The increasing global competition, labour and production costs, managerial training and employee development activities faced by the company are issues that needed immediate attention, all of which can be handled only by a full time HR manager whose sole responsibility was to manage the hiring, orientation, training, appraisal and compensation of employees.

The problem is creating a recruitment and selection plan to ensure the recruitment of these employees runs smoothly, ties into our company’s mission and vision, complies with the law, and encourages diversity. The purpose of this plan to meet the unique meet of four predetermined positions in our company.

In any business the employment of staff is very important. The smooth running of a business depends on its running efficiently, part of which is making sure you employ the right people to do the work as well as obviously having the right equipment. The larger the business the more involved is the recruitment process is, although the legal requirements are the same. A PLC will have a HR department because of their business size and often lack of personal contact between various departments as well as the management set up where

The most effective step in ensuring success for both the organization, and the employee, is the performance management system. Managers evaluate employees based on the employee’s performance level. Continual feedback and communication between the employee and manager will establish an ongoing performance management system (Cascio, 2010). Correctional officer trainees receive monthly evaluations that include 22 performance factors on a six-tier rating scale of unacceptable, marginal, fully meet requirements, exceeds, excellent, and unknown (Federal Bureau of Prisons, n.d.). To provide further clarity, Team C has developed a concept map of the correctional officer recruitment and selection process (See Figure 1, Tables & Figures).

Recruitment refers to the process of attracting, screening, and selecting a capable person for a specific job. This short report will look at factors which may affect recruitment within an organisation, different recruitment and selection methods, workforce diversity and the induction process.

Recruitment agencies usually help organization in searching permanent or temporary workers, being the middleman between job seekers and employers

Onboarding refers to a system of organizational behaviors at the time of their focused on the retention of new employees (Reed & Bogardus, 2012 pg. 208). This process of course follows the recruiting and selection stages of finding new candidates. It is the responsibility of the company to properly set all new hires off on the right foot. They need to be given the knowledge on the rights and wrongs to adjust to company policy and standards. After the recruitment process is over this should be top priority for the human resource department.

* Human Rights Act 1998 in respect of the right to respect for family and private life and freedom of thought, conscience and religion

This assignment provides an introduction into recruitment and selection in businesses as to why they recruit, how they recruit and what types of recruitment there are. In order to support my statements and give real life examples of how this recruitment and selection theory links into real life, I will also be speaking of how two major, international organisations (Tesco and Enterprise Rent-A-Car) carry out their recruitment and selection process to make sure they have the right candidates for the right job. I will also be investigating how both, Tesco and Enterprise Rent-A-Car, make the most of recruiting people that already work for them to do a different job within the organisation to retain staff as much as possible, while filling any gaps in Human Resources with people from outside of the organisation. Throughout the report it can be noted how all recruitment and selection processes within an organisation are always though over in such a way that will make the company make the most profit and spend as little as possible in the Recruitment and Selection process as possible, especially that the Recruitment and Selection process can be very costly.