Recruitment and selection Essay Example for Free

Recruitment and selection EssayVa screwcies for personal credit lines exist in business concernes for ane of the causal agencys below A new think over becomes available because of the amplification of the organisation. When the economy is growing and people are becoming better off organisations take advantage of that and strain their operations. To do this they whitethorn take on extra employees. This is more(prenominal) likely to create new problems, preferring instead to use separate methods listed below under alternatives to filling a va cornerstonecy. soul in the organisation has retired soul has been dis duded Internal packagings swallow occurred- the vacancy arises because the previous holder has been given a better business sector either in the same business or establishment. This is dealt with below under filling the vacancy- infixed candidates. Someone has died- Some employees may die during their utilizationing lives. in that pickle is a restructur ing of the business, which means in that respect are gaps to be filled in the organisation Someone has left because they eat found a better one or dont like there crinkle.Alternatives to filling a vacancyHuman resources management departments are under constant pressure to justify the filling of a vacancy because it give save the organisation coin if they do not. There are some(prenominal) alternatives to filling a vacancy, all with benefits and all with disadvantages too over eon by the remaining employees restructuring of the work employing part-time staff more use of machinery/technologyAt this scathing stage it is definitive that the human resources manager looks critically at the transaction description and person condition for this vacancy. From these documents (examined later in this chapter) it allow for be possible to assess how far it is practical to rely on these options instead of the filling the vacancy.Read moreRecruitment and Selection StrategiesFinding a pplicatorsIf the human resources manager, after thoughtfulness of alternatives examined above, decides that the vacancy will bring filling, then the next stage will be where to look for candidates. There are only two sources of candidate- internal and external.Internal candidatesUnless a vacancy is for the lowest grade seam possible, there will be internal candidates who are interested in the vacancy for promotion.Internal promotion is an important method of motivating employees and is identified by several writers as a feature of a scoop out practise employer (i.e. a good employer who tries to do all(prenominal)thing properly).Advantages to the employer of internal appointments An organisation with a re baffleation for internal advancement will find it easier to motivate staff, whereas in organisations where internal advancement is rare, staff will be less committed to the work and may be preoccupied with external commercial enterprise applications. The organisation will attr act better candidates if they see there is a future career in it. Many candidates will be local people who gravel bought homes there, have children at local schools and husbands/wives in other local parentages. Internal candidates know the business and what will be judge of them, and they can become effective in the new line very quickly. Although there is bound to be bitterness from other internal applications who do not get the occupancy, they will at least feel that there will be other career opportunities in the organisations and that they will get promotion later on. The organisation will not need to rely upon external references when choosing from internal applicants accurate in practiceation will be available from departmental heads and other colleague.Disadvantages to the employer of internal appointments The candidates doing well role conflict in that they are now senior to people with who they worked with as equals- there may be a problem for them in asserting thei r power. A person promoted internally may be expected to pick up the new line of reasoning in an unreasonably scant(p) space of time. Filling a vacancy internally leaves another vacancy to fill note as well as that where an employer is practising equal opportunity policies they cannot favour internal when filling vacancies.External candidatesJob definitionA job description lists the main tasks mandatory in a job. More and more organisations have job descriptions for every job they have- from the caretaker to the managing director.In drawing up a job description the personal department has a number of alternatives. These are The line manager can draw up a description of what the job entails The existing job holder can do it The human resources manager can reference the job holder and the line manager to find out what the job involves.In nearly cases it is probably best to combine approaches.Clearly the second approach may produce a biased view of what the job involves. After all, nigh people are likely to exaggerate the importance of what they do and the effort that is required to do it. Moreover, the job holder may emphasise those duties they prefer to do rather that their most important duties. Also, since they are leaving they may not bother to do a very thorough job of it anyway.On the other hand, in approach to my first point- the line manager will probably miss out many little but important tasks which are only obvious to the job holder.The father of the exercise is to itemise all the tasks involved in a job and try to allocate to equilibrium of the working week to each task. The list of tasks, and the relative importance of each one, is vitally important for several reasons In carrying out appraisals of employees- a manager cannot appraise his employees if he/she does not know what the job involves When analysing the job for training needs the manager must be able to see what tasks a job involves so that he/she can determine what training may be required. In planning the size of the manpower for the future, it will be necessary to know on the dot what tasks each job involves in case the re-allocation of tasks in the midst of jobs is required, e.g. three people may be required to share the work of a forth built in bed which is being made redundant- this cannot be done fairly without a elaborate knowledge of the tasks involved in the forth post. For pay determination- analysis of, and comparisons between, job descriptions means that each job can then be allocated a pay rate. This process is known as job evaluation. A simple example is where clerical jobs which include the province for handling money get a extravagantlyer ranking, and therefore higher pay, than clerical jobs which do not.Clearly, none of this is possible without good quality and detailed job descriptions.Drafting the Job DescriptionFrom all the information collected, by whichever method is chosen, it will then be necessary to draw up the document itse lf. People that apply for jobs will be sent a job description on with an application form and a personal specification.Main features of a job description-1. The job title2. The location of the job3. A brief outline of what the employing organisation does4. The main purpose of the job5. A detailed list of the main tasks required6. The standards that the job holder will be required in the job7. Pay other benefits8. Promotion prospects9. The person to whom the job holder reports10. The person(s) who report(s) to the job holder.This days employees are expected to be more flexible and to be able to do a wider range of work. This shows that point 1 tends to be broader than it used to be.Advertising the JobBefore report the advertisement the employer must determine exactly what is wanted from the job being advertised. To ensure this the employer must look carefully at the person specification, what graphic symbol of person is required, job description, what the person will be required t o do in the job, before writing the advert.IkeaPart-time Human Resources Administrator 26 hours per weekTo maximise your HR initiatives to strengthen our vision, business belief and HR idea to make IKEA the best retailer to work for in the UK market.You will provide disposal support to the small HR team including preparing contracts, logging and following up job applications and taking responsibility for monitoring the sick procedure.You will be able to work on your own initiative with high accuracy and attention to detail. You will be com barfer literate including using MS Word and pass by plus experience of using databases. You will have the readiness to demonstrate a high score of confidentiality and have excellent interpersonal skills.You will ensure that HR filing systems are maintained and up to date. You will contribute to the development of the HR function in the store.Hours will be 26-30 hours per week, 5/7 daysletter of application, CVs and referencesOnce Ikea has att racted a number of candidates, the next stage will be to cast down all the candidates to a smaller enough group so they can all be one at a time invited for an interview. For most jobs e.g. cashier there are many applicants and a simple quick process is needed to sort them out. Some jobs are more complicated, these would be jobs like a manager position where there would be few candidates who will be taken seriously which means Ikea can spent more time on investigating them.The three main documents assessed in this sorting process are Letter of application Curriculum Vitae (CV) Application formAll Business require at least on of these documents when recruiting more staff.CVSome people unfortunately to not take time and care on their CV. These people do it in an unprofessional and untidy way which will not impress a possible employer. These CVs are normally badly typed or fifty-fifty hand written.If you arent that confident that you could write and put together your own CV then the se days there are plenty specialists agencies that can jell CVs for people in a professional way of life. CVs should always be written in a boy processing document and printed neatly.In your CV you put everything that would normally be asked for in an application form this includes- Name and Address Telephone number E-mail address Date of Birth Martial lieu Education and qualifications Training Employment history Hobbies and interests ReferencesWhen listing employment in chronological order, start with the most recent job, this same rule applies to education and employment.Letter of ApplicationThis is just a letter that could be written or word-processed enquire for the job and explaining why the writer is suitable for it. The letter will be structured in any way the writer thinks is appropriate to the job, this fact alone makes it a effective selection method.AdvantagesThe personnel staff will have identified specific requirements from the job and person specifications. They can then compare these with information on the forms. The business only needs to interview those people who have met those qualifications the business is asking for.ReferencesThere are several different types of references. These are Testimonial a letter, usually from a former employer or teacher which will say very coercive and kind things round the applicant. As the applicant has been given this letter it is unlikely that the writer will make anything other than positive helpful statements (clearly, if the writer did say something critical the applicant would tear the testimonial up and look around for someone else to write one) Reference earn requested the prospective employer- this is the most usual type of reference. The letter are confidential so that the referee can be completely honest without embarrassment, but it may not tell the prospective employer all he/she know. Employers can learn to read between the lines, and much omission of information can be a telling facto r. Reference forms some organisation, the civil portion for example, use a structured form with specific questions about the applicant. These include assessments on effort, ability, and about their frankness and health Telephone references some organisations telephone the people given as references. The main benefit is that the recruiter can asses the tone of the voice of the referee, and this can often say far more about an applicant than a letter can. Medical reference most employers will carry out some kind of medical check up even if it is just a completion of a medical form asking a few simple questions. These checks are necessary because-* The employer needs to safeguard the health of other employers* The job itself may require specific health standards* If an employer is to join a company pension scheme a medical check- up will be needed* Medical matters of growing importance- notably the problem of AIDS- may mean that in the future medical checks will have to be tougher, t his includes blood tests.InterviewInterviewer- The interview is one of the last stages within the recruitment process and one of the most important, often these days the applicant will also get a small test of some kind to go along with the interview. Interviews are arranged for nearly all kinds of jobs. Only a few of the people who applied for the job will get interviewed this is because after the human resources department have sifted through all the CVs, application forms, and references they should have narrowed the list down to a few applicants. The list is narrowed down to save time and money this is because usually the senior manager must be present at an interview, this means if he has less interviews to do he has more time for other things.Interviewing- interviewing has to be conducted in an appropriate manner for the business if it is not the business may get a bad name from it. To prevent this most businesses follow these simple rules- The interviewer must ask what are my objectives? What im a looking for? How will I say the question I am going to ask? The interviewer must be able to fill in the gaps that the CV and application form didnt answer. Decide if the vacancy requires just one interviewer or two. It could even have a panel of up to 4-5 interviewers. There are advantages and disadvantages to each approach.1. One on one interviews put applicants at ease so that they will talk more naturally the problems are that A star interviewer lacks range A single interviewer is more likely to suffer from bias and can be super prejudiced. Mirror imaging favouring candidates who are like them. Halo effects favouring candidates who have particular attractive characteristics even if those characteristics have little bearing on the job applied for. Horns effect opposite to above.TestsNowadays it is increasingly common for employers to expect job applicants to carry out tests this is to give a fuller picture of their ability for the job applied for. These a re usually referred to as aptitude tests. They are appropriate for manual work where there is some skill involved and also in office work where applicants might be required to take short typing or word processing test. For professional posts such as tests are less usual because it is felt that the candidates qualifications, references and experience are sufficient evidence. In more recent years new developments in testing have included.Psychometric TestingPsychometric tests assess the intelligence and personality of applicants. They are much more sophisticated than aptitude tests and the employer must have properly trained staff to analyse the test results properly. Such tests are particular valuable when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests (there are dozens available)Verbal reasoningThis test is to see how you reason with words.ContactThe contact side of the recruitment process is the simplest of all the areas of function. The business uses methods such as telephone, e-mail, and letters to contact any applicants who may have applied for the job. The human resources department maintains this to make sure the business ensures these methods are kept in place.