The Integration At Conifex.com Was Quiet Simple

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

The forests have an independent watchdog(?) named British Columbia’s Forest Practices Board (BCFPD). The board oversees the activities of forest companies, their private contractors, and the government on public land. The board audits randomly selected forestry companies to be audited for compliance and enforcement with forest practice requirements, audits the enforcement of the government forest practices requirements, addresses public complaints on forestry practices, and conducts special investigations on forestry issues (mr113). All the work that the BCFPD does has led to notable positive changes in BC forestry. Some of these positive changes include: Less disturbance from logging, smaller cut blocks, better logging roads and proper maintenance, and more deactivation of logging roads (mr113). While reports have noted these improvements, the board still believes that there is room for improvement. Policies and changes are continually evolving to make BC’s forest as competitive and sustainable as possible. Some of the changes that are believed to be needed include new policies for efficiency, more timber availability to smaller organizations, such as first nations or small communities to help long-term economic development, and many others(mr113).

Once the analysis and job description for a job is complete, the next step would be to identify recruiting method to use in selecting candidates. Since recruiting is the first stage in the hiring process, it is important to attract qualified people who have the skills and experience the job demands. To do this, I will suggest that recruitment be done through job fairs and advertising.

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 refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

* On-line recruitment is becoming more and more popular way to recruit. There is two ways online to recruit, one is via email. Using email is very much like sending a letter it’s just a quicker approach. The other is by completing online applications and once the application has been completed they will get sent straight to the employer and stored on an online data basis.

Important documents need to be produced when recruiting and these include a job advertisement, job description and job specification

The job of talent acquisition pros must change, and for that change to have impact, talent acquisition software, and career sites, must change. We must adopt platforms that have the power to automate interactions with candidates, based on the historical context of their searches and visits to career sites. We must map out the candidate journey, much as we’d map out the customer journey in a marketing campaign, to contextualize the experience for candidates visiting our career sites.

One of the most important practices of HR is recruitment. When we are referring to Web Technology in recruitment we want to attract top performers and high potentials as

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

In internal recruitment process Chevron announces the vacancy of the specific post and request employees to apply. Company then gives announcement of such in the company notice board and also sends the employee’s e-mails. Any employee is free to apply. Chevron uses the following methods to find out the most qualified person suitable for the job during internal recruitment process.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.