Recruitment and selection process Essay

Recruitment is the operation of having the properly person, in the proper(ip) place, at the right time. It is crucial to organisational performance. Recruitment is a critical activity, not just for the HR team but too for line managers who argon increasingly conglomerate in the excerption operate. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills. Before creating crease plans or do decisions, it is classic to s do-nothing the external environment. This sens be achieved finished a PESTLE analysis, i.e. an investigation of the Political, Economic, Social, Technological, Legal and Environmental influences on a commerce. In addition it is also important to be aw atomic number 18 of the actions of your competitors. These forces be continually in a state of change. Political changes cerebrate to changes in establishment influence and can cod huge significance for companies.Changes in the priorities for humans spe nding or the UK s relationships with other countries can open or c stomach major markets. European Union (EU) regulations can sop up akin effects while the accession of new members (e.g. Poland) can bring business opportunities. Political changes are closely tied up with legal changes. Laws are continually being updated in a wide range of areas, e.g. consumer fortress mandate, environmental legislation, health & safety and employment law, etc. Economic changes are closely related to social ones. The economy goes through a series of fluctuations associated with general booms and slumps in economic activity. In a boom closely all businesses benefit and in a slump more or less lose egress. Other economic changes that affect business include changes in the reside rate, wage rates, and the rate of inflation (i.e. general level of increase in prices). Businesses will be more encouraged to expand and take risks when economic conditions are right, e.g. low interest rates and risin g demand. Social factors relate to pattern of behaviour, tastes, and lifestyles.A major component of this is a change in consumer behaviour resulting from changes in fashions and styles. The age structure of the population also alters e genuinelyplace time (currently we rich person an ageing population). An understanding of social change gives business a better feel for the future market situation. Technological changes have also be accompany arrayicularly significant in the post-millennium world. This is particularly avowedly in thecase of modern communication technologies. The creation of databases and electronic communication theory have enabled vast quantities of information to be shared and quickly distributed in a modern company enabling vast cost reductions, and oftentimes improvements in service. Organisations rent to be aware of the latest relevant technologies for their business. The magnificence of diversity should be taken into account at each constitute of the recruitment process.Read more Essay Ab kayoedRecruitment and survival of the fittestProcesses and systems should be regularly reviewed to reckon hidden bias is removed and to ensure talent is not being blocked from entering the organisation. Everyone taking part in activities much(prenominal) as rateing and interviewing should be aware of relevant legislation and the importance of avoiding discrimination. Acknowledging and identifying the benefits of a diverse workforce is the first step towards fashioning a positive change. Actively embedding diversity in the recruitment process signals an open and accepting culture. This attracts more applicants and provides a wider range of skills and experiences from which to select the shell campaigners for the nullity. By supporting a diverse workforce, employers are laying the psychiatric hospital for an innovative and more creative working environment, as employees are draft copy on a wider range of unique experiences to contribute new ideas and approaches. enjoyment models from a diverse background in senior positions can foster retain current employees as well as attracting new aspects. A diverse workforce brings other benefits. The more contact people from antithetic backgrounds have the less prejudice they display, this is known as the Contact supposition Employing people from diverse backgrounds can swear out alleviate and prevent come along reinforcement of stereotypes and create positive reputation for the company.Diversity policies should be coordinated in a businesss core strategy, not unaccompanied as a duty to comply with the diversity legislation, but also as an integral strategy in developing the business. Diversity policies withdraw to be main(prenominal)streamed and made the norm rather than the exception. This prevents them from being curtail to, and associated with, specific classifys of people. Acknowledging and identifying the benefits of a diverse workforce is the first step tow ards devising a positive change.Recruitment rulesExternal recruitment is have-to doe with with generating a pool of qualified candidates through external sources of employment. Under it, pastimemethods of recruitment are adopted.1. Direct RecruitmentDirect recruitment refers to a process of recruiting qualified candidates from external sources by placing a notice of vacancy in an organizations notice board.2. Casual CallersThis method of recruitment is concerned with using previously applied candidates as a source of recruitment. This method avoids the costs of recruiting people from other sources.3. AdvertisingAdvertising is one of the most common and popular methods of external recruitment under which the furrow vacancy is announced through different print and electronic media.4. role AgenciesEmployment agencies run by private, public or government sectors are regarded as an important source of recruitment for unskilled, semi-skilled and skilled jobs. The agencies are likely to have a list of qualified candidates in their records, and they render their service as per the requirement from other organizations for employment.5. Schools, Colleges and UniversitiesMost educational institutions provide placement serve where the prospective recruiters can review credential and interview the interested graduates.6. force ContractorsLabour contractors are an important source of recruitment under which workers are recruited through contractors. However, this method of recruitment is not used by many an(prenominal) business firms and organizations.7. RecommendationsIt is closely concerned with employee referrals. Under this method of external recruitment, applicants are introduced by friends and relatives. In fact, many employers, operating at a small(a) operation, prefer to take much(prenominal) persons as they are acquainted with backgrounds and credentials of prospective employees.Selection MethodsThis section hearts at the process of selecting candidate s. A build of methods are for sale and consideration needs to be given as to which are suitable for a particular post. The methods rund here areApplication formsInterviewGroup selection methodsRealistic job previewsPortfolioReferences legal opinion centresOther testingLets look closely into a few(prenominal) of these selection methodsGroup selection methodsWhen working with other people is an important part of the selection process, it could be useful to consider a conclave selection method. This could involve asking a group of candidates to carry out a task and observing the ways in which they interact. The task need not be particularly complicated. It could, for instance, involve the group designing and delivering a presentation on the changing nature of the world of work. You could observe the group and look out for the people who seem to demonstrate the sort of qualities that the job requires those who were verbally skilled, those who showed leadership behaviour, those who mediated when squabbles broke out, etc.It is important to split up people what sort of qualities you are looking for before you start such an exercise, as if you do not give clear goals, some potentially viable candidates may try to second-guess you and demonstrate completely untypical behaviours. Where clear goals exist, candidates may also show untypical behaviours, but this is very difficult to do successfully.Realistic job previewsMethods like this are long and there are serious issues of confidentiality, but if you can screen your shortlist down to two or common chord candidates, theres no reason why you shouldnt bring them in and give them a problem to handle preferably, it would be a problem that youve already dealt with successfully. A benefit with realistic job previews is that they can involve more lag in the selection procedure. People tend to work well with candidates whom they have seen and had some say about.ReferencesWritten references have some drawbacks perhaps individual wants rid of an employee they certainly wont give a suffering reference under thosecircumstances Poor references could also turn out to be libellous, although one of the main problems is that people just dont know what youre asking for. The most accurate references may come from face-to-face or telephone interviews with someone who has had direct experience of the candidates work.Other methodsPerhaps the most popular of the other methods available is psychometric testing, which offers actual tests in areas such as intelligence and personality characteristics. These include Raymond Cattells 16 PF Test, which broadly demonstrates candidates emotional stability. The Myers Briggs Test is somewhat user-friendly (its short) and purports to identify people by personality characteristics such as extrovert v. introvert and thinking vs feeling. Finally, there are selection methods which use samples of candidates handwriting (graphology), their star sign (astrology) or which s elect through palmistry. Little evidence exists to support these as adequate predictors of performance.Activity 2Part of recruitment process is selection of suitable candidates. Selecting candidates involves two main processes shortlisting, and assessing applicants to decide who should be made a job offer. It is a crucial stage in the overall recruitment process which is outlined in our recruitment factsheet. It is very important to get it right. ACAS provides a how to get it right some of the points are mentioned below.1. Prepare a person specification. This should briefly describe the ideal person to fill the job. It is a profile of the personal skills and characteristics to look for in recruitment and selection. By writing a person specification, you can avoid inadvertent discrimination.2. Review the applications.An application form can help you get the information you need and sift out unsuitable candidates. You can also use it as a basis for the interview. The form should only if ask for information that is relevant to the job, During this recruitment applicants were selected based on following criterion on person Specification1. Qualifications Certificate in individualized Practice2. Knowledge Working knowledge of HR practices3. Experience4. Skills5. in the flesh(predicate) qualitiesFurther details can be found in the somebody Specification document attached. Based on the person specification three candidates have been selected and invited to interview however only two attended. 3rd candidate had to withdraw from the process due to personal reasons.