resourcing talent CIPD level 3

Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.

In the event of retirements, transfers, promotions and people leaving, having people who can fill in these positions within helps Human Resources with cutting costs associated with recruiting and hiring new (untrained) people. With more advantages for the employer to make talent, versus buy talent, employers “can provide employees required competencies and advancement opportunties, it is highly cost effective and employees are already available; versus buying where the only advantages ae the company can tap into new knowledge/perspectives and obtain skills that will help the company” (Jackson, et al., 2014, p.

This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.

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.

Employment agency is another option for external recruitments. Companies can simply provide job description to agencies where vacancies will be introduced to people who are looking for jobs.

It is essential for every organisation to understand the recruitment trends as by attracting the best talent, organisations will have an advantage over their competitors. When talent planning, organisations should promote a career opportunity, not a job opportunity as this gives a whole new outlook to any potential employee.

For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:

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,

Recruitment: different recruitment channels, for example internal and external advertisements, internet sites, agencies, ‘head hunters’, job fairs, application forms, electronic recruitment.

It gives the employer a clear vision of what experience, skills and attitude the recruit has got and also potential candidate is strongly familiarized with the company already.

External recruitment:- In external recruitment, the employees are recruited for a specific designation from outside the organization. This helps to welcome fresh ideas in the organization.

The objective of this report is to identify and assess four factors that affect an organisations approach to both attracting talent and recruitment and selection. I will also be looking at attracting and retaining a diverse workforce and the different methods of recruitment and selection.

Recruitment agency can save time of the organizations by involving in the first step of recruitment process. Agency will have access to the best and talented candidates available in the market. Once organization develops a good relationship with recruitment agency future recruitment will run very smoothly

Perhaps the most important component in sourcing talent is to create a source plan to profile desirable employees, and then devise a plan to reach them. Using surveys or focus groups, ask where do they like to go, what media do they use, what organizations do they belong to, and what events do they attend? What web sites and other sources would they use if they were to look for another job? How did they first learn of their first job in your firm? (Strategic Staffing Jean M. Phillips and Stanley M. Gully).

The information obtained through the job analysis is used to advertise the vacancy. Vacancies are filled through internal or external recruitment. Internal recruitment involves recruiting someone who currently works within the business. The main advantage of internal recruitment is the reduced cost, as the recruitment process is shorter and so less expensive. Another benefit is that the individual is already familiar with and within the business. A problem recruiting internally is that the internal promotion leaves a vacancy to be filled. External recruitment is when a business recruits someone from outside the company. This has the potential to bring new ideas and experience into the company. It can be an expensive process as individuals recruited externally need a longer induction into the company.