Recruitment and Selection free essay sample

Recruitment and Selection In the competitive business environment nowadays, companies need to present themselves as serious players with edges in various aspects, one most important of which is quality of their workforce. The quality of an organization’s workforce ,to some degree, determines how far it can go and this kind of quality depends mostly on an essential element in an organization’s operation, which is human resource management (Martin, J. 2008). Human resource management refers to the management of a company’s working staff, or human resource, including the practices of job analysis,human resource planning,recruitment,selection,human resource development, etc. (Kleynhans, R. 2006). Among all these practices, what is fundamental are recruitment and selection. The process of recruitment and selection is to match prospective applicants with certain given jobs to make sure that their capabilities and potentials can be rightly matched with the requirements and rewards inherent in the jobs given(Bach, S. This is a cost-effective option for employers, particularly if their business changes rapidly and they may not need to keep staff permanently. On the other hand you still have to pay the agent and the new employee, adding to the costs. When a business decides to recruit a member of staff they need to consider where they want to advertise, such as locally or national. This will all depend on the scale of the business and location. If the BBC was recruiting for a presenter then they may recruit nationally. There are also lots of different methods of recruitment such as, letters, on-line or over the telephone. * Sending a letter is the traditional method of application. A letter is requested to be sent in with either an application form or your CV. * On-line recruitment is becoming more and more popular way to recruit. There is two ways online to recruit, one is via email. Using email is very much like sending a letter it’s just a quicker approach. The other is by completing online applications and once the application has been completed they will get sent straight to the employer and stored on an online data basis. * Employers are also increasingly using the telephone to help with applications. This means that applicants telephone a recruitment number and are often screened by answering a series of questions, if they are good they continue with the process. Tesco As you can see in this diagram Tesco’s uses a very simple process recruiting and selecting new employees. Firstly they will advertise the vacancy on their website and on through other media. They collect applicants CV’s and if it fits in with what Tesco’s are looking for then they will invite them in for an interview. If they are unsuccessful with this process then they will sent them a letter informing that they were unsuccessful. If they performed well in their interview they will invite the candidate to attend an assessment centre. In this process Applicants are given various exercises, including team-working activities or problem solving exercises. These involve examples of problems they might have to deal with at work. If succeed in this process they will attend a second interview, and if they are successful they will be send an offer letter and contract. Tesco makes it easy for applicants to find out about available jobs and has a simple application process. By accessing the Tesco website, an applicant can find out about local jobs, management posts and head office positions. The website has an online application form for people to submit directly. People interested in store-based jobs with Tesco can approach stores with their CV or register though Jobcentre Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available. The strengths and weakness of Tesco’s online recruitment Strength| Weaknesses| * Easy to find * Saves uncompleted applications * Simple to follow * Answer job role questions * You can add you CV| * You have to login in * Can’t see your full potential * Long process * You answer a question wrong you become and unsuccessful candidate| Kendal College Advertise job Take in applicationsSuccessful candidates will be invited for an interview If successful an offer will be given with a contract. This is a simple process of Kendal College’s recruitment and selection process. Once the job has been advertised a deadline for applications will be stated. After the deadline arrives they will begin to shortlist the applications to find successful candidates. When they are chosen they will be invited to an interview where the applicant will need to bring proof of identity and original certificates of qualifications in line with safeguarding requirements. If a successful candidate is chosen they will be telephone within 24hours after their interview, when certain checks have to been completed an appointment will be confirmed and a contract will be issued. I candidate and apply through ringing Kendal College after seeing the advertisement online or in a Newspaper. They will then be asked to fill in an application which will then be sent or handed in to a specific place, most likely the college. If candidate is successful they will be contacted for an interview. The strengths and weakness of Kendal College’s online recruitment Strength| Weaknesses| * Easy to find * States the jobs available * Gives a number to contact * Offers a job information pack * Job application can be printed off| * No process to fill application * A little confusing|