Recommendations For A Efficient Recruitment Process

Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).

External sources can also be beneficial if the company is looking for a fresh start or someone with some new ideas. External recruiting can help to diversify an organization while bringing in needed competencies. Hiring externally can be done through various ways such as Internet job boards, and staffing agencies. External hiring might be more costly but may provide more outstanding candidates. Whichever the organization decide internal or external, the position needed to be filled will determine the order of the search. Once you have started recruiting it is time to view your potential qualified candidates.

* Bi – Describe the terms and condition of your employment as set out in your contract of employment or employment agreement.

External recruitment is when job vacancies is filled by a non-existing employee (a person from outside of the organisation).

This unit is competence based. This means that it is linked to the candidate’s ability to

The Employee is obligated to perform her obligations that this Agreement contemplates only if the following conditions have been satisfied on or before the first day of the Employment

It is a function of staffing, making sure that the company has the right number of employees with the right knowledge and skills in the right place in the organization. The recruitment department will seek to fill the vacancies within the organization. It will advertise vacancies, screen applicants, perform initial interviews, undertake necessary background checks, extend offers of employment and assist in the onboarding of new employees.

Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). Job specification can be defined as the profile of an ideal candidate. Job specification dictates the specifics of what is needed from the employee such as required amounts of experience, education, physical and technical abilities, as well as desired social skills. Job specification is used to screen the applications sent in by candidates, and job

This department support businesses when dealing with disciplinary issues in a business such as poor time keeping or poor performance towards colleagues or business. This business deals with issues professionally and is responsible for recruitment and selection of candidates for specific role. This department provides training and induction programmes for new employees.

M1 - Compare the purposes of the different documents used in the selection and recruitment process

1. To comply with legal requirements and legislations. These for example could be contractual obligations, employee role descriptions and responsibilities, remunerations etc.

The benefits of recruiting externally are that there will be more applicants to choose from which means these applicants may bring new ideas into the organisation which is a massive benefit as it can make developments to the company and make it better. Also when recruiting externally there’s potential for new skills to be brought into the organisation. However there are issues to recruiting externally such as taking a lot of time to advertise and also is very expensive. The person who has been appointed may not be as good as the company thought they would be meaning it would be waste of time.

Internal sources come from internal company that conducts the recruitment. Recruitment using these sources is relatively quick and inexpensive. Company does not need any advertisement, head hunter or any other form of recruitment that is costly.

These include: basis for pay, skill-based pay, pay-for-knowledge programs or differential pay within a specific job, seniority based pay, performance based pay, or pay rates relative to market rates (market rate, above market rate, or below market rate). These strategies carry significant financial costs as well as employee morale, motivation, and productivity costs (DeNisi etal, 2008, pp. 288-290). In order to develop an effective and competitive pay system four basic tools are needed; updated job descriptions, a job evaluation method, pay surveys, and pay structure. Having an updated job description gives key tools in the design of pay systems to identify important characteristics of each job to determine worth to identify, define, and weigh compensable factors. The job evaluation method allows organizations to rate the worth of all jobs using a predetermined system. Pay surveys identify and survey pay rates in relevant labor markets to obtain the fair market value. Lastly, a pay structure establishes pay grades or ranges characterized by a point spread from minimum to maximum for each grade (Cascio, 2006, pp. 424-430).

The legal, regulatory and policy which guides recruitment and How to conduct effective assessment and interviewing techniques.