...Contents Introduction 4 Fly 540 4 Aldi 4 Internal and external recruitment 5 Benefits to Aldi for Internal Recruitment 5 How Aldi Plc Company will recruit their candidates 6 Benefits to Fly 540 for External Recruitment 6 How Fly 540 Will Recruit Their Candidates 7 Conclusion 7 Introduction 8 Legal and Regulatory Framework in Recruitment and Selection 8 Conclusion 10 Introduction 11 Person specification and purpose 11 Job description and purpose 12 Reasons for Job Application Requirements 13 References 15 Introduction According to Bratton and Gold (2007, p 239) ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ Here Bratton and Gold state that recruitment and selection go hand in hand, but they are two separate activities require a separate range of skills and expertise. Here Fly 540 Fly540 is East Africa’s premier low cost airline offering low fares on scheduled flights all year round to destinations within Kenya, South Sudan and Zanzibar. Headquartered in Nairobi and operating from Jomo Kenyatta International and Wilson Airports, Fly540 Kenya flies to Eldoret, Kisumu, Lamu, Lodwar, Malindi, and Mombasa and across the border to Juba and Zanzibar. Aldi Aldi...
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...International Hotels Graduate Recruitment and Selection Process FAO: The Board of Directors of International Hotels For International Hotels, expansion is the way forward. With the business considering expansion in the UK, I feel as the HR director of the company, that graduate recruitment is a necessity. High quality graduate recruits will assist in supporting the development of International Hotels, with new talent possessing drive, enthusiasm and fresh ideas. With the ever-changing face of the workforce, university graduates acquire many skills, they are enthusiastic learners, and most importantly for International Hotels, they can effectively and efficiently adapt to a new environment. As you, the Board of Directors have decided that the business requires a significant increase in the number of graduates, I am composing this report which I believe will help to further develop the graduate recruitment and selection process of International Hotels. I will also focus on an induction training programme for those applicants successful in their application. The Recruitment Process The Recruitment Process is an essential procedure for any business, according to some; recruitment is ‘the most critical human resource function for organisational survival or success’ (Taylor and Collins, 2000, p.304). Newell and Shackleton (2000, p.113) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organisation’. International Hotels’ latest...
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...processes for recruitment and selection. Word count (excluding references and front page): 2,995 In 21st Century, tight labour market affects in more complicated and difficult task for organizations which crave to recruit and select talented employees. Fewer qualified applicants, influence in ever greater competition for precocious employees. Deficiency of talented aspirants beg the doom of necessity for successful attract, selection and remaining talented people. Larry Bossidy said that:”If you do not get the right people, you will never fulfil the potential of your business”. Building on that point, future employees are essential to provide the organization with a competitive edge. Bering in mind, that from candidates’ effectiveness depend prosperity of the company, it is essential to recall Jim Collins quotation “People are not your most important asset. The right people are.” Adoption of an effective recruitment and selection process will assure the organization with identification and admittance of ‘right people’. This essay will discuss the aim, most important stages and techniques in recruitment and selection process. It reviews the impact for an organization as a whole and explains importance of effective recruitment and selection process for the business. The particular importance of legal context will be explained and suggestions would be provided. Recruitment process Dowling and Schuler (1990 as cited in Beardwell and Holden 1997) defined recruitment process...
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...Summer Training Project Report ON Recruitment And Selection Submitted in Partial fulfillment of requirement of award of MBA degree of GGSIPU, New Delhi Submitted By: priyanka 015 2010-2012 Northern India Engineering College (Affiliated to GGSIPU) FC-26, Shastri Park, Delhi-110053 ACKNOWLEDGEMENT Connection, dedication and application are necessary but not sufficient to achieve any goal. These must be awarded by guidance. This is to express my earnest gratitude & extreme joy on being bestowed with an opportunity to work in an organization as respected and reputed as BHL, Noida. It is impossible to thank personally all the people who have helped me in completion of this informative project, but it would avail this opportunity to express my profound gratitude and indebtedness to the following people:- I am indebted to Mr. Mohan Kumar Sharma (Officer – Group HR, BAJAJ HINDUSTHAN LIMITED) who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinator Mr. Mohan Kumar Sharma (officer– HR) & Mr. Shankar Singh (Sr.Officer –HR) who removed every stumbling block in my endeavor to complete my project successfully. They proved to be a constant...
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...Goa Institute of Management Sanquelim Goa India 403 006 A Project Report on Recruitment & Selection at Bharat IT Services Ltd (Formerly known as SpiceNet Ltd) Under the guidance of Mrs. Payal Verma Head, Human Resources Bharat IT Services, Noida & Prof. Sambandam Faculty, Goa Institute of Management By Siddharth Goyal PGP 2011-13 Roll No. 2011237 Transmittal Memorandum DATE: TO: FROM: June 10th, 2011 Prof. Sambandam Siddharth Goyal, PGP 2011-13 SUBJECT: Understanding the process of selection and recruitment at Bharat IT Services Ltd. This report pertains to the selection and recruitment process at Bharat IT Services Ltd. This report is required to be submitted as per the requirement for partial fulfillment of PGDM course at Goa Institute of Management. The Human Resource Department is responsible for a lot of functions that are crucial for the organization and Recruitment & Selection is one of them. For any organization to succeed it is essential to select the right candidate for the right job. It is said that if right person is selected for the right job half of the work is done. Thus understanding the process of recruitment and selection in depth is essential for all the management students especially for those who aspire to make their career in the field of Human Resources. 2|Page Goa Institute of Management Sanquelim Goa India 403 006 Post Graduate Program Post Graduate Diploma in Management: 2011 – 2013 Term – IV: Summer Internship...
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...2.0 ANALYSIS The analysis section will be divided into two parts, which are the recruitment section and selection section. The analysis is done based on the human resources theories of recruitment and selection, and the theories are supported by the application practices in Deloitte Malaysia. In recruitment section, the theories of employer branding, e-recruitment & social media, university & campus recruitment, and recruitment & executive search firms are applied. As for the selection section, the theories of application form, interview, assessment centers, internships and reference/ background check are applied. 2.1 Recruitment Employer Branding Employer branding is the process of establishing employer identity directed at existing and potential employees, in order to differentiate the firm from its competitors (Sivertzen, Nilsen & Anja 2013). Nowadays, organizations realized that talents are scarce and recruiting the best talents will serve as a competitive advantage over competitors (Love & Singh 2011). Practicing employer branding is a must for organization to establish the favorable and desirable organizational image and identity, in order to attract and hire the best talent (Polyhart 2006; Sivertzen, Nilsen & Anja 2013). According to the Senior Manager of Recruitment, Baboo (2014, pers. comm. 15 May), Deloitte Malaysia had divided the employer branding process into 3 parts, which is attraction, acquisition and integration. In the attraction...
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...Recruitment and Selection Strategies Recommendations Chasity Hopkins HRM 531 May 28, 2015 David Van Gorder Recruitment and Selection Strategies Recommendations Recruiting for employees and deciding whom to select can be a tedious task but is often the most important. Without employees, the organization will not meet the organizational goals. Bradley Stonefield, the owner of Landslide Limousine, has an organizational goal to establish a limousine company. The plan is to have a net revenue of $50,000 the first year of operation with a -5% annual revenue growth. Bradley is looking to select 25 employees in the initial start of the business; of the 25 employees, Bradley believes there is going to be a 10% turnover rate. Atwood and Allen Consulting recommends Bradley look at the following areas: forecasted demographic changes, an analysis of projected workforce needs - for the next five years based on organizational goals as well as demographic changes. Also, look at workforce diversity objectives, organizational branding, methods for recruiting candidates, methods for screening candidates, interview methods, testing procedures, interview process considerations and methods for selecting candidates. Forecasted Demographic Changes Landslide Limousine should consider the different demographic changes in their area. Bradley should look into the forecasted demographic changes for Austin, Texas. First, he should consider the types of demographic changes that can affect...
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...Introduction Recruitment and selection key points • A well-researched and designed person specification, detailing fair and objective criteria, provides the starting point for the whole recruitment and selection process. • It is important that the recruitment and selection policies and procedures comply with legislative requirements. • Policies and procedures must be backed up by robust employment practices, supported by clear selection documentation. • A combination of suitable selection methods should be used, depending on the nature of the vacancy. • All staff involved in administration, shortlisting, interviewing and other means of assessment should receive appropriate skills and equal opportunities training. • Adequate records should be kept of all stages of the process, including the reasons for selection decisions. • The successful candidate should be the closest fit to the person specification and should fulfil all the essential requirements. In-depth Content on this page • 1Shortlisting o 1.1Equality in shortlisting o 1.2Disabled candidates o 1.3Psychometric testing o 1.4Automated shortlisting • 2Interview planning o 2.1Arrangements for disabled candidates o 2.2Preparing for the interview o 2.3Interviewing o 2.4Interviewing disabled candidates o 2.5Panel interviews • 3Making the selection • 4Record keeping • 5Data protection issues • o 5.1Access to records • 6Job offers o 6.1Conditional offers o 6.2Discovering inconsistencies o 6.3References ...
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...Unit 12: Recruitment and Selection P1 – Identify how two organisations plan recruitment using internal and external sources Recruitment is the process of identifying when an organisation needs to hire a new employee. It is one of the key processes of any organisation. When the process is carried out hastily, it is fraught with dangers. But when it is carried out with skill, it can be one of the most important investments that an organisation can make. The top aim of recruitment is to select someone to be a part of the organisation team who can do the job that is needed to be filled to the required standard of performance. This can be done either internally or externally. Below is a simple flowchart of the recruitment and selection process Reasons for a Vacancy Naturally, the first step in the recruitment process is when a vacancy arises in an organisation. However, before that organisation can rush to fill in the position they would have to consider some points, like why this vacancy has arisen. The first example could be that the previous employee left to go work for a competitor business or it was due to them having problems within the organisation. So unless these problems are resolved, then the new candidate will likely be unhappy too. The second example can be that an organisation will have to recruit someone to cover their female staff if they take maternity leave. In the year 2009, mothers were entitled up to 52 weeks’ maternity leave (1). Employers will be having...
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...RECRUITMENT AND SELECTION Management and Leadership L3 Mayka O. P 22/10/14 RECRUITING AND INTERVIEWING. Recruiting is the process of finding and hiring the right person for a specific job by publicising the vacancy for new people who has never worked in the company as well as for members of the staff that are looking for a promotion, and choosing the best qualified candidate for the job. It is one of the most important process for an organisation to success as it involves time to find the right person and cost. To recruit the right candidate, the manager can be guide by following certain policies and procedures. Each organisation must have different policies depending on the job that needs to be done. Referring to my own organisation which is a restaurant, in the process of recruiting, we follow the next policies and procedures: * The equal opportunities policy. Ensuring no body is discriminated or bulled for any reason. * The equal Act 2010, hiring men as well as women. * The Data Protection Act 1998. Ensuring data is protected at all time. * Equality and Human Rights, like paying at least minimum wage, paying holidays, breaks, days off, etc. * UK Immigration Legislation, not employing anyone who has not permission to be or work in the UK. * The Equal Pay Act of 1963, which makes it illegal to pay different wages to men and women if they perform the equal job * The Civil Right Act of 1964 A JOB ANALYSIS is a detailed examination...
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...Staffing and Recruitment In times of increased competition, in which organisations must continuously learn and innovate, the human element becomes increasingly important in generating value for a company. In fact, the power of a company today is much more based on its intellectual asset than on other tangible equipments. For this reason, the organisation's decisions about recruitment and selection are central to its ability to survive, adapt and grow. Recruitment: The recruitment and selection process is essentially concerned with finding, assessing and engaging new employees who satisfy the human resource needs of an organisation at a minimum cost. In this context, recruitment can be defined as the process of generating a pool of capable people to apply for employment to an organisation. When recruiting applicants for a an organisation, managers commonly pass through different stages. The first stage in a staffing process is to establish the criteria for selecting a new employee. The establishment of this criteria can adopt both a job/task focus (job analysis) and a competencies/role focus (role profiling). Job analysis identifies the behaviours necessary for adequate job performance by using critical tools, such as job description, person specification, in order to identify essential and desirable characteristics and, finally, terms and conditions of employment. Role profiling refers to fundamental characteristics of an individual that may be causally related to superior performance...
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...Within COMPANY we are currently recruiting quite a large number of staff due to our ever increasing sales and growth. Within my role as an Export Shipping Team Leader I primarily cover the Export Department, but from time to time also cover the European Sales Department, as aspects of the job overlap. Recently we identified that we required a new member of Staff in the European Sales Department and I was included in the recruitment and selection process. First and foremost after having a formal meeting with my line manager we realised that due to the growth in revenue of 1.5 million GBP, there was extra pressure on both the Export and Sales teams. We concluded that we required a new member within European Sales that would also handle some duties that my team in Export are currently handling. We identified the duties as well as salary of European Sales staff and agreed that with taking work from both my team in Export and also work from the current European Sales Administrator that this was justified. When we had established this, I had to fill out a Recruitment Requisition Form a (see appendix 1). This is a brief outline which covers the Job Title and what is required from this position. This was then signed by myself and passed to my manager who also signed the document. The process then continued with the document...
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...Assignment Unit 1 | | The Job Search Process | Introduction This document contains requirements employment communications which consist of a Job Ad, the skills set, resume, reasons for choose the resume type, cover letter, thank you letter, conclusion and works cited. This report demonstrates my understanding and ability to complete the tools for a successful job search using a persuasive resume. Job Ad | | | | | Company: Quantum Location: Toronto, ON Job Category: Human Resources | | Email: Apply by Email | | | The Quantum Group of Companies was founded in 1968 in Montreal. It has earned its reputation as the full-service human resources partner of choice by providing unique and effective recruitment solutions that meet clients' complex staffing needs. Since its inception nearly 40 years ago, Quantum has been building relationships with private and public sector clients through a network of branch offices across North America, with primary hubs centred in major labour markets. Branch office locations are situated in key areas, each with a distinct market focus.Quantum is a true success story, with a portfolio that includes a full range of permanent and temporary recruiting services in all disciplines and at all levels. These services are available to our clients and candidates in every business sector through the member companies of the Quantum Group:• Quantum Management Services Ltd. • Quantum Technology Recruiting Inc. • Alternacare...
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...M1: Analyse the value of documents used during the recruitment process Job Advert With only a quick glance of this document it is clear what it is. This is due to the clear Costa logo and heading at the top of the page. Together, the logo and heading will attract someone’s attention and without reading more than the heading it is clear what the document is and what it will be about. The advantage of achieving this is that more people will look at the advert as they will recognise the costa logo. The more people that look and read this advert will mean more people applying to the job as it is reaching a greater audience. The more applicants to this advert will mean a greater choice for Costa, and therefore they are more likely to find a better employee. Another positive of this advert is the bold text of ‘apply’. Twice the word ‘apply’ is written in bold. A reason costa may have chosen to do this could be that it stands out for someone that skim reading it. As this is an advert, it is likely someone coming across this will be flicking through a newspaper or walking past a shop window, therefore a number of people will only be skim reading. This means their eyes will be more attracted to these words and they will pay more attention to this section that ultimately they must know in order to apply for the role and therefore have a chance of working at Costa. Another possible advantage of putting the word ‘apply’ in bold could be that it may have a psychological effect on the reader...
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...Recruitment According to Edwin B. Flippo (1984) ‘’Recruitment is the process of searching the candidate for employment and stimulating them to apply for jobs in the organization’’. Recruitment is concerned with finding or attracting suitable job seekers and selecting amongst them who best suit your needs for a specific position from within or outside the organization. Recruitment does not solely rely on paid jobs or work but rather it can also be done for unpaid labor such as internships, voluntary work or training programs. Reasons For Vacancy Vacancy in an organization can occur due to many general reasons: 1. Dismissal: Dismissal is basically firing/terminating an employee due to budget cuts, severe reasons like fraud, misbehavior even attitude, these result in the direct consequence of dismissing with/without notice. 2. Retirement: Retirement is when an employee comes to a certain age where it is not legal to work and so has to leave the job. Different countries have different rules for retirement for e.g., in UK retirement has been phased out and people can work as long as they want. 3. Resignation: Resignation is when the employee hands in notice that he won't be able to work due to reasons which are mostly, shifting to other country, moving to another organization, etc. In UK it is mandatory that an employee gives two months before hand notice. 5. Promotions/Transfer: Promotions are opportunities that are created when a new job or an empty post is filled...
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