Basically, recruitment is the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. In other words, “The process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, to apply for jobs with an organization”. (Society for human resource management). Some companies work with recruiter to find applicants, especially for higher level jobs. Some other companies use social networking sites, official websites for job announcement and also TV, Radio and Newspaper to recruit.
HR will select individuals based on there experience, performance appraisal and a pre-screening interview. If applicants pass the pre-screening by HR the Vice President will interview the candidates. Employee records will be readily available as all candidates are being hired internally. The Vice president and HR are in the process of developing a compensation and promotion plan that will consist of a base salary and bonus structure. The training program will focus on the new sales strategy and center around the short and long-term goals of the company.
A CV will have the person personal details, a recent picture and information of the qualification the person have. Also skills and any work experience that the person. CV is important because this document is what potential employer will read and decide if the job is suitable for the person. Covering Letter- When applying for the job, Tesco will want to know what job you are applying for. Covering Letter is an introduction letter that will attach to a CV.
Case Objectives Recruiting is the first stage in which organizational plans for staffing come into contact with the labor market for employees. Before making any new recruiting effort, an organization needs to carefully consider the methods available and balance out the costs of each method with the organization’s needs. The recruiting case provides an opportunity to see how staffing managers develop plans for recruiting efforts. You will develop a recruiting strategy and a recruiting guide for the store associate job. The case also demonstrates how you can use organizational data to determine what the best methods for recruiting are.
The interview can take place at any time; it would involve the interviewer conversing with the candidate and making a judgment to see whether they hold the right skills or attitude to work for the organisation. The interviewer will ask all the needed questions to help them decide. Unit 13: Recruitment and Selection in Business Telephone interviews can be useful as you can screen out unsuitable candidates at an early stage in the recruitment process, doing this will save time and money as you do not have to spend money on an interview. Multi-stage Multi-stage interviews involve the candidate taking part in more then one interview before they are chosen. This may mean the interviews are of a different type each time; the candidate must pass and go through each stage to get the position.
Each company has their own website where you can find their employment opportunities links on each site. They walk you through the process of applying in order to get your desired position within the organization. Each also have contact information such as phone numbers, email addresses, etc. in order to stay in contact and follow up hard on your application to let them know how serious and dedicated I am on becoming the newest member of their team. Learning who the right managers are within each organization, and who might make the final hiring decisions would be a must so that I could focus on them when I am following up on my applications.
After the human resource department is aware of the new hire or trainee accepting the job offer, the human resources department will be able to start the background check, and verify the candidate is knowledgeable making sure the applicant is qualified for the position desired. The Human Resources department with coordination of the department manager should be able to set up the date and time for a new hire orientation to relieve the campus recruiter of these duties so he can focus on the various processes of recruiting new
Before a job interview, you must understand the job you are going after and ask yourself whether or not you really want this job. If the answer is no, then you look for a different one better suited to what you want, simple. If the answer is yes, then you must prepare yourself well. First things first, you need to apply for the job, usually by filling out an application or physically asking for a position. Normally when a company sends out the “help wanted” signs, they offer a brief description of what the job entitles.
However, the department manager will still need to meet with the new recruit as well as the original trainer to get an idea of where the employee is skill wise and how the employee is working with the dynamic of the company. This evaluation will be the employee’s first official evaluation. Though the employee is still just a temporary employee, this evaluation will come in handy when the 6 months is over and the employee is evaluated for hire. The 3 month evaluation would serve as a tool to evaluate the employee’s progression when the 6 month evaluation is completed. The 6 month evaluation would be the employee’s final evaluation as a temporary employee.
The second part of the strategy would be to gather information from other companies to see what made their programs successful and comparing those ideas with ideas the members of the team that have already been put into place. Next, would be to bring in a consultant who specializes in putting together Total Rewards Program to get help with putting the program together for the company and providing the new information to the employees. Evaluate the effectiveness of the communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. Recommend two (2) areas for