Recruitment is the process by which a business seeks to hire the right person for a vacancy. The firm writes a job description and person specification for the post and then advertises the vacancy in an appropriate place such as job websites (www.reed.co.uk). Reasons why vacancies occur in Tesco and Oxfam The reason why vacancies occur in Tesco and Oxfam is because someone is leaving to work for another organisation, someone is on maternity leave, sickness, high turnover and extra work. The person who may be needed to work would have to work temporary or permanent basis depending on if they are recruited to cover another employee. Sometimes businesses have vacancies because the business is getting busier or are expanding.
Question 1: Recruitment Guide for Sales Associate Question 2 Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted”, who do you think they target? The best “targets” for the position of sales associate would be high school students, college students, high school graduates that have not continued their education, people looking for supplemental income by working a second job, and retired individuals that are re-entering the work force. These types of employees are willing to “start at the bottom” and accept the starting wages of the sales associate position.
1.1 Sourcing Candidates This is the first step in the recruitment and selection process. Sourcing candidates means your employment specialist is using a variety of methods to find suitable candidates for job vacancies. Sourcing can be done via online advertising on job and career sites or professional networking and participation in trade associations. Another creative sourcing technique employment specialists utilize is monitoring employment changes at industry competitors to recruit applicants familiar with the same type of business you are operating. 1.2 Tracking Applicants The next steps in the recruitment and selection process are tracking applicants and applications and reviewing cv’s.
They also look at how many skills the employee has when they are searching for new employees. They will check whether that person can be used in more than one job position of that store, how many skills they consist of. The recruitment process used in Nike. Nike needs employees across a wide range of both store-based and non-store jobs * In stores, it needs checkout staff, stock handlers, supervisor (managers).
It may include specific requirements such as qualifications or skills they may need and specific duties that the job entails before you even apply for the job. A job description is used as a general guide on the roles you will need to undertake as part of the job and is used to tell people about the standard information such as pay grade and hours you’re expected to work. An example would be a company like Tesco’s would use a job description to inform the people who are applying what the general things they will be asked to do whilst working. The usefulness to the employer is that they have clearly told all of the applicants what they will be asked to do and what the role they will have to carry out, this means that all applicants will already know what they have to do and will save the employer explaining the roles to every applicant. The usefulness to the employee would be that they will have a clear understanding of what they will be asked to do and what days they will be asked to work so this will mean that they wouldn’t have bothered applying if they didn’t agree with the roles.
Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organisation) for a job opening, in a timely and cost effective manner. The recruitment process includes analysing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organisation. The organisations that I will be identifying in the recruitment process is Leyton Sixth Form College and Sainsbury’s. Hiring a new employee is an investment. It is important to get the right person for the job.
• making a organogram (work processes). We need to hire Someone for: Commerce Manager: Job function is import and sales For that we need someone that works on Marketing and communication, which we will hire in England. We will have our job interviews within England and we need the following jobs to complete our team within England. This because England has different Regulations than from what we have in Holland. We need to hire the following people: Job Description Full time Sales manager Sales manager is the typical title of someone whose role is sales management.
It will have an introduction at the start of the person specification giving details about the job like job title, post reference number management responsibilities (including whom the employee needs to report to and is responsible for). It will then detail attributes that the organisation wants that person to have, for example, their type of personality or intelligence level. Example below: Application Form An application form is a sheet of paper which an employee fills out, to show that they are interested in this job, so the senior team of the certain corporation can positively compare the against others, and choose the best fit for the purpose, also employers that use them usually will use them in the public sector where it’s not about paper-pushing but ensuring there is a systematic way of comparing candidates. Anyone applying for jobs local or
Task 2(P2) In a business a job description is a list of working conditions that come with a job. The job description is there to set out the purpose of the job, where the job fits into the organisation structure, the main accountabilities and responsibilities of the job and the key tasks that are to be performed in the job. A job description is important for many reasons. Firstly, it defines where the job is positioned in the organisation structure and tells the applicant where to report to. Secondly, it outlines essential information to potential candidates so that they can determine the right kinds of applicant to do the job.
This would be required for any job as you need to be able to understand other colleagues and customers/public. At McCarthy and Stone IT skills are needed as an employability skill and is important that they identify this at the beginning of the recruitment process so there are no confusions of what is expected form employees. The main purpose of a job description is to collect data to advertise for a certain job. To do so the business needs to include personal and employability skills needed for the job. This gives candidates a clear view of what is required from them.