Unit 13 Recruitment And Selection P1

1.0 Opportunities and dangers to be considered by the Army in externalising the recruitment processes.

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

Testing– This is used to asses an applicant’s skill set for a specific role, for example a math based test could be used for an accounting or finance role.

* 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.

Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs).

For instance, one of the selection tools you might considered while hiring personnel and/or staff would probably start with the completing of the application. Being able to fill out an application tells you mostly everything about someone. IN addition, It enables you to see if the individual can read, and understand English. Also, checking their cover letter, resume, and references to find out if the individual met the qualification the company is looking for. This will allow you to learn about their previous works, education, and references from employers. After, an interview must be set up. By giving an interview you get to meet the applicant, see their appearance, attitude, and enthusiasm.

My pick would be the Delphi method it could be adapted by having all the candidates that have been selected from the total number of applicants meet in a secure chat room to participate in a question and answer session. In this session the management staff would present scenarios the candidate would face in their positions something they may face every day if hired and the candidates could explain how they would handle the problems that come up. This would show the upper management how a candidate would operate under pressure and how inventive they could be when faced with a last minute change or a deadline which is about to expire. The session can take place either as a group to see which candidate would answer the fastest and more in depth

An analytical study would focus on the tasks that need to be performed to determine valuable factors. A written job description would be beneficial so the employer would know what physical and mental characteristics one should possess and what qualities and attitudes are desirable. The Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side.

Recruitment: different recruitment channels e.g. adverts, agencies, ‘head hunters’’ internet sites, job fairs; provide advice to managers on recruitment; writing job descriptions using an appropriate model e.g. seven-point plan; writing person specifications; writing job advertisements and selecting appropriate media for internal and external advertisement; managing application forms

There are hundreds of tests available to help in the process of screening potential employees. Using selection procedures and test is what helps employers to promote and hire potential employees. Cognitive tests, medical examinations and other test and procedures aid in the process of hiring potential employees.. The use of tests and other selection measures can be a very useful way of deciding which applicants or employees are most competent for a particular job.

In terms of screening prior to hiring a prospective candidate to a company – this is unfortunately attached to a lot of controversy. For example, what is the job for, is the screening relevant/and or are the results from the screening relevant to the job? Where do you draw the line - what will you “allow/not allow” in the application process? Therefore, it is more applicable to ensure

Once an open position is approved for recruitment, Human Resources (HR) will generate job announcements electronically and post the announcements in designated areas within the building. Appropriate external recruitment sources will vary depending on the vacancy and will be determined

Since the applicant has control of what is placed on the resume and cover letter the information on it must be verified for accuracy. Resumes and cover letters that are received at BMW Financial Services are used to review potential applicant’s previous work history and experience. The resumes help the HR team determine if the applicant met the requirements of the positions. The resume is also viewed to determine the applicants schooling as many positions have a degree requirement. Reference checks are used by BMW FS to confirm the applicants passed work history. Initial interviews are used to determine if the candidate meets the minimum KSAOs that have been identified for the position. Most initial interviews are completed over the phone and are

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.