Validity Of The Documents Of Warwick Castle On Recruitment And Selection Process

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

1.2 Explain circumstances when it is necessary to seek specialist expertise in relation to recruitment and selection

Guidelines are created to ensure a success interview process. Setup meeting time with the individuals, which will be interviewed and be prepared and on time. When conducting the interview examine the background of the organization and have a checklist readily available. Be on time for the interview be sure to pay close attention to what the user is saying and what the company are looking for. Refrain form using computer and information technology jargon. Collect both qualitative and quantitative information from the user. Distinguish between what is a desirable and essential requirement. Repeat back to the user what is

You have been asked by Johnsons Care Company to recruit a new Administrative Assistant for them. Write a report for a recruitment selection process that could be used to select this person

Beginning the interview and skills/techniques used (empathy, rapport building, listening skills, closed-ended questions and open-ended questions, signs of client engagement)

In this report I will compare the purposes of all different recruitment resources documents used in the selection and recruitment process for a given organisation.

When you go for your interview you will have a written exam, oral interview, physchological profile, polygraph examination, medical examination, vision examination, drug screening, background investigation, physical fitness and ability screening. All of these will be

These provide key information about the candidate in structured and consistent manner that is needed for a specific position. It speeds up the initial screening process. They can also form the basic starting point of the personnel record and are generally very easy to use and record.

QUESTIONNAIREName –Company’s name –Designation –Date-Note – Please tick the appropriate option.1. What source you adopt to source candidates? a. Employee referralb. Campus recruitment c. Advertisingd. Recruitment agenciese. Job portalsf. Other, pls specify – 2. How many stages are involved in selecting the candidate?a. 1b. 2c. 3d. 4e. More3. Do you use any of the following tests during the process of recruitment?a. Writtenb. Aptitudec. Group Discussiond. Personal Interviewe. Psychometric testf. Other, pls specify – 4. How do you track the source of candidate?a. Manualb. Software c.Onlined.Windows. Xls 5. Apart from the HR Manager, who all from the other departments are required to get involved in interviewing process?a. Salesb.

Following the planning process, there are two sources that can be used for recruitment purposes as follows:

The basic structure of the interviewing was used throughout, except in the initiations phase. Rather than being informative, initiation was very prompt and short. Nurse hadn’t asked for the applicant’s comfort, a confidentiality statement was not delivered in this phase, though nurse talked about it after the personal information section was already passed. Also, nurse hadn’t said anything regarding the information like whom she will be submitting the information and what will be the outcome? The

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.

in the small interview. Below is a list of the questions we used for the interview portion.

once a pon a time therepurpose of these documents is to inform the applicant about the job and the company they are applying to and inform the employer more about the people who are applying for jobs at their organisation. The documents involved in recruitment are:

According to Dowling and Schuler 1990 (as cited in Greenidge, Alleyne, Parris, & Grant, 2012) recruitment is the search for and acquisition of potential job candidates in sufficient numbers and quality. Now, in an age where skills shortage and an ever increasing demand for them is no longer news, the importance of the recruitment process comes to the fore, to the extent of looking at this process now as the McKinsey & Company 1997 report (as cited in Macky, 2008) coins it as `the war for talent '.