Process of Recruitment
The recruitment of the right candidates for a job position can be accomplished through the use of several methods and processes.
The selection process involves the steps taken by the business from its identification of the ned to create a vacancy through to filling the job with the best candidate. A job description needs to be created that specifies the attributes and details of the role.
Application forms are used by some businesses to enable prospective job applicants to express their interest in the job. Application forms don't need to be sent off with covering letters to the business.
In filling out application forms, candidates must endeavour to read any additional information provided with the application form as it usually supports the application and can make the difference between a candidate getting short listening for an interview or receiving a rejection letter.
Process of Recruitment
CVs and letters of application are used by several businesses instead of standard applications. The Curriculum Vitae summarises the eduction, work and extra curricular activities and experiences of the candidate which are relevant to the job description. The curriculum vitae should be up to date and portray the candidate in the best way possible.
Assessing applications are done by the business after a satisfactory number of qualified candidates have responded to the job advertised or after the closing date for applications.
There's usually a deadline in which the applications are accepted, after which the assessment begins. Recruiters look for in accuracy and consistency in information provided, candidate's skills and capabilities and there relevance to the job. They also look for neatness and legible writing.
Internal recruitment involves the process of filling the job vacancies from inside the organisation promotion from within. By so doing, a business recognises that it has existing employees that can satisfy the vacancy to a satisfactory standard, without having to source for candidates outside of the organisation.
Advantages- recruiters have a strong knowledge of capabilities of applicant, it's quicker than external recruitment, the employees enjoy opportunities for career projection and development, it encourages employees to be retained and advance in the business.
Disadvantages- lack of fresh ideas by new entrants to the business which could lead to stagnation, the idea of an internal vacancy implies that once it has been filled a vacant position is automatically created, it limits the candidates for the job exclusively to employees who may not necessarily be best suited for the new role.
This is the most common form of recruitment used by businesses. This method looks for candidates to fill a position from outside of the organisation. It can also employ the specialist skills of agencies that screen candidates and short list the best candidates for the interview process.
Organisations can also employ the media in raising awareness of the vacant roles and thereby attracting a broad pool of candidates.
External recruitment can be cumbersome for hiring mangers and time consuming, therefore through the expertise of consultants and other outsourcing bodies, the organisation can deal with management of its daily business activities and outsource the recruitment process to specialists. Using consultants can be extremely expensive, many charge a finders fee up to 40% of the new employees salary.
How to choose the best Employee
The task of choosing the best employee for a job vacancy is vital for the success of a business. There'll likely be numerous applicants for every vacancy, and choosing the right one from the vast array of information you'll have is incredibly difficuly.
Based on information provided by the applicant, the process of assessment will thoroughly scrutinise the applicant's details, and eliminate any candidates whose answers are inconsistent or incomplete. The assessment process is used to detect loop holes in candidate information.
There's often a tendency for candidates to exaggerate and falsify information. Failure by the prospective employer to confirm information provided via CV or written/online application form, can prove to be a major complication at a later stage. It could lead to hiring an unqualified candidate with limited skills and expertise to execute the requirements of the job.
Interviews and tests are further used to select the right candidate. There are several types of interviews. Face to face interviews and telephone interviews are very popular. Face to face interviews could be panel, serial, group, one on one, sequential interviews.
The use of tests has been a proven method of determining the ability, intelligence and aptitude of the candidates. In addition to traditional test methods sat under timed conditions there's also psychometric tests, personality questionnaires.
These can provide an insight into the competencies, actions and attitudes of candidates in vary situations. These provide a form of assessment of the behaviour of the candidate, these teats aren't universally accepted as sound.
Workforce improvements through recruitment and sel
Members of the workforce are all responsible for having the best interests of the business when engaging in their daily activities. In some cases the workforce can be described as the work family, and everyone ensures that hard work and diligent effort are employed in performance of daily duties and responsibilities. Based on this, it's important that the recruitment and selection of candidates will continue to hire the best individual with a strong work ethos and commitment to the business.
Creating an atmosphere of hard work and determination to excel, new employees should make effort to display this attribute, increased level of support offered by managers and leaders of teams, new external employees create fresh ideas and enhance the business chances of sustaining competitiveness, internal employees are motivated to perform and stay within the business when there are opportunities for internal progression, businesses which create better conditions for work and work flexibility tend to see the employees willing to perform better.
Methods of Training
Several methods of training are used by the business to develop the skills of the workforce: Induction, staff development, in house training, on the job training, external training. The induction process involved welcoming the newly recruited members of staff to the company. It also involves guided tours of the organisation, familiarisation with the work environment accompanied introductions to other team members to mention a few.
The induction can be up to a full day and can include information on holiday entitlement, working patterns, expenses, health and safety, training and development.
Staff development is used to assist the staff in pursuing further development and enhancement opportunities. It's a vital form of business investment in its manpower. In house training utilises customised training especially designed for the business. This is usually provided by project leaders, external specialists, human resources and supervisors and management.
Methods of Training
On the job training is done in the actual work environment of the employee. This could be done through mentoring by experienced employees, coaching processes and shadowing experienced employees and supervisors, managers or team leaders.
External training involved training on sales and customer services, management and health and safety. It involved attending courses in colleges and institutions outside the work environment. These tend to be based around knowledge, specific skills and abilities and not on the organisation. It has a popular merit of the award of a certificate upon completion of the training course.