The Cipd Hr Profession Map and Its Application to the Role of Recruitment Administrator

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The CIPD HR Profession Map and its application to the role of Recruitment Administrator The CIPD HR Profession Map The CIPD HR Profession Map is a thorough overview of how HR operates and what value it has for organisations. The CIPD HR Profession Map describes what HR people do and deliver across every aspect and specialism of the profession and specifies knowledge, skills and behaviours required to be effective and successful in a HR role. The HR Profession Map consists of 3 main components: * 10 professional areas (each further divided into 4 bands) * 8 behaviours (considered essential to the HR profession) * 4 bands (levels of professional competence) The 10 professional areas Professional areas give an extended definition of…show more content…
My role as a recruitment administrator is supporting the Resourcing Manager and a busy recruitment team with all recruitment related activities. I have a wide range of duties, which include: sifting through CVs and selecting applicants for interviews, conducting telephone interviews, dealing with and being first point of contact for general recruitment queries, sending out reference requests, checking incoming references, liaising with recruitment agencies, preparing candidate packs for managers, booking interviews, updating internal department on new employees, preparing job descriptions and personnel specifications, writing job advertisements, updating job boards, preparing recruitment material such as brochures, poster and templates. As I am currently in band 1 of professional competence, my activities are mainly focused on administrative tasks, managing data, maintaining staff records and delivering processes. Recruitment and talent resourcing are crucial to organisations. They make a substantial contribution to the business performance by identifying, attracting and retaining the right people. Activities in my role This recruitment professional area involves a range of activities in the following aspects: * Workforce planning (demographic profiling in order to assess short-term and long-term risks, analysing resource data, i.e. new hires, turnover, retention,

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