...What are the main types of agency that organisations use in recruitment? What are their major costs and benefits? I. Introduction This essay examines the major cost and benefits of the main types of agencies, that organisations use in recruitment. In first part I will explain background of the market. Then I will move on to explain each of the types of agency used in recruitment. After that I will carefully examine their major costs and benefits and as a conclusion I will explain where I see a future of the recruitment market, supported by my arguments for the strongest type of market. II. Background One of the ways how the company can attract potential employee is to advertise job vacancies through the employment agencies. Recruitment market in the UK changed a lot over the last decade as it was influenced by factors such as: immigration, ageing of population, evolution of internet, slow growth of economy in the UK, war in Iraq, changes in working patterns and many regulations supporting disadvantaged groups of working age people. The recruitment market is from government side regulated by The Department of Work and Pension. The government is committed to take care of the welfare of its people. Department of Work and Pension helps to tackle contemporary issues with introducing New Deal, creation of Jobcentre Plus and introducing National Minimum Wage. Proposal of the new Welfare Reform Bill is debated in the House of Commons and hopefully will come into practice...
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...Assessing Your Recruitment and Selection Practices Policies and Procedures The agency’s policies and procedures should thoroughly document the recruitment, assessment and selection processes. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. Ask yourself these questions to help assess whether or not your agency’s policies and procedures are current and include new requirements. Are recruitment, assessment and selection processes supported by written policies and procedures that are up-to-date, accurate and complete? (Ideally within 2 years.) How widely communicated are the agency’s written recruitment, assessment and selection policies to those who are involved in the process? (Ideally to all staff.) Does the agency utilize these policies and procedures for the recruitment, assessment and selection processes? Does the agency have a written policy describing procedures for the review of competencies and/or qualifications? Does the agency follow a formal recruitment, assessment and selection plan at the start of each recruitment? (Link to sample recruitment plan) Training Managers, supervisors, and personnel involved in the hiring process should receive comprehensive training in the agency’s full recruitment process and thoroughly understand proper interview and selection techniques. Who performs recruitment activities for the agency? (Ideally HR with...
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...JOBS EVERYDAY – THE RECRUITMENT EXPERTS THE CASE NARRATIVE It is Monday morning (March 5th 2012) – a beautiful sunny day in Bangalore. Sangeetha Kriplani stares at the meeting minutes from last Friday’s meeting, and sighs with anxiety. All senior staff from Jobs Everyday (JE) was gathered to be addressed by the CEO Praveen Joshi who was quite upset after the annual service review. “How come we are the last to know about some openings”, “Why is it that we take too much time to process the applications”, “No wonder the better candidates don’t wait to hear back from us!”, “I want to see different ... oh yes MUCH different results by the next review – Let’s hope we still exist by then!!!” etc. were some words that have been echoing in Sangeetha’s mind throughout the whole weekend. Sangeetha is the new Manager of the Business Analysis and Improvement team at Jobs Everyday, and has 6 Business Analysts (BA) working under her, all who have been at Jobs Everyday for years. She has been there for only 3 weeks and has felt that the other Business Analysts often show a cold shoulder to her... Sangeetha is passionate about processes, but has difficulty to get her Business Analysts colleagues to see the value of ‘process’ thinking. After one of her debriefs last Monday - she overheard at the lunch room one BA saying to the other “What is it with ‘Process-Sangeetha ?! ’... Just half an hour from now, Sangeetha has a second meeting with the senior management at Jobs Everyday, and...
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...Acknowledgment RECRUITMENT is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, to apply for jobs with an organization. When HR planning indicates the need for additional labor, organizations have a number of choices to make. This may be the first step in a full-scale recruitment process. There are various types of recruitment methods and procedure of an organization. I have discussed the recruitment procedure of a Customer Care Executive of SQUARE Pharmaceuticals LTD. At first I would like to give a special thanks to my course instructor Abu Hossain Muhammad Ahsan sir, to give this innovative topic for assignment. This assignment helps us to increase skill of Human Resource Recruiting procedure. And I am really pleased to my group members for helping me. Without their helping this paper may not be take the light of sun. Table of contents Introduction 02 Defining Recruitment 02 Sources of Recruitment 04 Factors Governing Recruitment ...
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...Personnel Selection The basic idea of personnel selection is to choose the best applicant for a job. There are several steps involved in a successful selection process. First, a job analysis is undertaken to determine exactly what the new employee will be doing. It usually consists of a job description and personnel specifications. The job description is a detailed description of what the worker does and the conditions under which he or she works. It is obtained by examining published analyses of similar jobs, interviewing people already doing the job, or observing people as they work on the job. Personnel specifications describe the characteristics of the person required for the position and might include such things as personality, physical ability, mental ability, experience, and motivation. There are numerous indicators involved in the process of employee selection, but the most common include application blanks, references, tests, and interviews. The application blank is virtually universal and is usually the initial step in the selection process. Customarily, the application requests routine biographical information, work experience, qualifications, and sometimes personal information (from finances to hobbies). Care is taken to meet guidelines of fair employment legislation. A common selection technique is to require that the applicant submit the names of several references who can testify to the applicant's abilities, or to provide several letters of recommendation...
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...Activity 1 Introduction In this report I will discuss factors that affect an organization’s approach to both attracting talent and recruitment and selection. My report will also include some recruitment methods and its advantages. Benefits to the Organization of attracting and retaining a diverse workforce. Currently, an increasing number of organizations are attempting to enhance inclusiveness of underrepresented individuals through proactive efforts to manage their diversity. Recruiting is a critical staffing activity for organizations, but its impact on the job seeker is poorly understood. Much remains to be learned about individual differences in reactions to recruitment efforts. Improve business performance Research findings from industrial and organizational psychology and other disciplines cast doubt on the simple assertion that a diverse workforce inevitably improves business performance. Positive company image Organizations with good reputation hire individuals from a wide range of backgrounds. This provides a great deal of confidence amongst the customers. Organizations often benefits from a diverse work force, such as operational benefit in festive time or just simply ability to speak another language. Increased productivity A diverse company can lead to greater productivity. The company will also gain from each employee learning from each other’s experiences and applying this new-found knowledge to their work. Employees from different backgrounds see processes...
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...talent 3. Diverse workforce 4. Factors that affect recruitment and selection 5. Recruitment and selection methods 6. Induction 7. Concluding statement 1. Introduction This report aims to assesses factors that affects organisations' approaches towards: attracting talent; recruitment and selection (including an investigatory approach to specific methods used); obtaining a diverse workforce; the process of induction (including a model of an effective induction plan). 2. Attracting Talent 3.1 Brand Identity “‘Brand Identity’: How a business wants a brand’s name, communication style, logo and other visual elements to be perceived by consumers.” (www.investopedia.com 07/10/14) An organisation with positive image will find it easier to attract and retain employees than the organisation with the negative image, this is due to the aspiration qualities associated with a positive image (i.e. wealth, style, charitable nature etc). A business who hasn't been well established in its market will find it more difficult to attract new employees than business who is well know, because it’s perceived to be more economically stable. 3.2 Economic Environment The economic stability and funds available to expend on recruitment will have a direct impact on the quality of recruitment processes. One way in which this affects recruitment is effect on how and where the company advertises, premium recruitment sites charge high fees (however, have very high foot-fall)...
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...Recruitment and Selection in developing nations China Introduction As a developing country, China’s science and technology and economy has been developing steadily. Human resources management is no longer a patent of the Western countries. Chinese companies are also having realized the importance of human resource for an enterprise. To solve this problem, not only to raise awareness, but also to constantly improve human resource management system, staff motivation, staffing and corporate culture construction efforts, especially in the Recruitment and Selection. But compared to western countries, Chinese enterprises' human resources system still exist many shortcomings and difficulties. The development of the Chinese Human Resource Management System From 1978 to 1995, human resource management is made under the red tape of labor personnel management system. According to the actual situation of the company, make a labor personnel management system that make all staff operating activities standardized, institutionalized, coordinated, and to ensure the normal work. From 1995 to 2008, human resources management system makes under the Labor Law. “This Law is hereby formulated in accordance with the Constitution in order to protect the legitimate rights and interests of laborers, readjust labor relationship, establish and safeguard the labor system suiting the socialist market economy, and promote economic development and social progress.”( Baker & MCKenzie, 2008) After 2008...
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...The Impacts of Recruitment Practice at Commercial Bank of Ethiopia Chapter One: Introduction This chapter consists of background of the study, statement of the problem, general and specific objectives of the study, significance of the study, scope of the study, limitation of the study and organization of the paper. 1.1 Background of the Study The government of Ethiopia has launched economic reforms, financial liberalization measures and restructuring of financial institutions with the aim of promoting a competitive environment and efficient banking services to the public. The financial sector, with implementation of flexible interest and exchange rates that are market-lead, shows sign of improvement. In addition, the coming in to effect of the Licensing and Supervising Banking and Business Proclamation No. 84/1994 propels the emergence of many private banks in the market since 1994 (Kiyota et.al, 2007). This joined by rapid technological advancement and improved communication systems, has contributed to the increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they...
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...Organizational Psychology Recruitment Methods When companies need to hire employees there are many methods that can be used. Before these methods are identified, recruitment method needs to be defined. Recruitment methods are the specific means by which potential employees are attracted to an organization. Internal and external are the two types of recruitment methods. Internal recruitment is done by promotions from within a company, nepotism, and employee referrals. External recruitment is done by job advertisements, employment and recruitment agencies, social media, and government job centers. Moving ahead I will go more in depth on each method throughout the paper. What exactly is internal recruitment? It is the assessment of an employer’s current staff to ascertain if any current employees are sufficiently skilled or qualified to perform the duties required by the job vacancies. The fastest recruitment method overall is promoting from within a company. By promoting from within, companies don’t spend any time and effort posting vacant job positions. The hiring process moves along much faster since they have most, if not all, of the information they need about the persons who are qualified for the vacant position. Examples of promotion from within are sales person becoming a supervisor, store manager becoming a district manager, or computer tech becoming a network administrator. Next there is nepotism. Nepotism is favoritism in politics or business granted to relatives...
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...increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they perform capital function and resource of the employer (Donnelly et.al, 1992). Since, human resource management is vital for an organization, to acquire an effective and efficient employee, Recruitment, as a human resource management function, is also one of the activities that impact most critically on the performance of an organization. Therefore, recruitment is the process which has to be done carefully. According to (Weihrich and Koontz, 1994),...
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...Reference This report has been compiled for the Certificate in Human Resources Practice 2013-14. To be submitted by September 5th. The aim: To investigate specific aspects regarding recruitment practice. 1. Objectives: Identify and assess four factors that affect an organisation’s approach to both attracting talent and recruitment and selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both attracting talent and recruitment selection are: Their wage structure The role that the organisation are recruiting for. Culture and Sector Business Objectives and Brand 4.2 Organisational Benefits ...
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...PART TWO RECRUITMENT AND PLACEMENT | | |CHAPTER | |T Five | |Personnel Planning |5 | | |and Recruiting | | | |Lecture Outline | | | |Workforce Planning and Forecasting |In Brief: This chapter explains the process of | | |Strategy and Workforce Planning |forecasting personnel requirements, discusses | | |Forecasting Personnel Needs (Labor Demand) |the pros and cons of methods used for recruiting| | |Improving Productivity Through HRIS |job candidates, describes how to develop an | | |Forecasting the Supply of Inside Candidates |application form, and explains how to use | | |Forecasting the Supply of Outside Candidates |application forms to predict job performance...
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...Recruitment Guide for Store Associates Position: Store Associate Reports to: Shift Leaders, Department Managers, Assistance Store Manager, Store Manager, and Regional Manager Qualifications: Knowledge of Customer Service Principles, ability to perform light lifting and object manipulation, ability to relate to others, excellent communication and speaking skills. Relevant labor market: Washington / Oregon Timeline: Unspecified: Continuously interview with qualified candidates Activities to undertake to source well-qualified candidates: Advertise inside of store at Kiosk Post job opening on company website Make positions available at state job services Request employee referrals Post job on career website / use a staffing agency Radio advertisement Staff members involved: HR Recruiting Manager Regional Manager Store Manager Department Managers Budget: $2,500-6,500 Targets Open versus Targeted Recruitment Open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings Very little effort is made in segmenting the market into applicants with the most desirable KSAO’. Targeted recruitment approach is one whereby the organization identifies segments in the labor market where qualified candidates are likely to be. (Heneman & Judge, p. 214 2009). Targeted recruiting isn’t a reasonable method for Tanglewood because the qualifications aren’t specific enough to only source in certain groups...
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...- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - x D E C I S I O N AUSTRIA-MARTINEZ, J.: Before the Court is an appeal from the Decision[1] dated August 31, 2005 of the Court of Appeals (CA) in CA-G.R. C.R. No. 00244 affirming the Judgment of the Regional Trial Court (RTC), Branch 19, Naga City in Criminal Case No. 98-7182, convicting Antonio Nogra (appellant) of large scale illegal recruitment under Section 6(m) in relation to Section 7(b) of Republic Act No. 8042 (R.A. No. 8042),[2] otherwise known as the “Migrant Workers and Overseas Filipinos Act of 1995.”[3] The inculpatory portion of the Information charging one Lorna G. Orciga and appellant with large scale illegal recruitment reads as follows: That sometime during the period of March 1997 to November, 1997 in the City of Naga, Philippines, and within the jurisdiction of this Honorable Court, the above-named accused, being the General Manager and Operations Manager of LORAN INTERNATIONAL OVERSEAS RECRUITMENT CO., LTD., with office at Concepcion Grande, Naga City, conspiring, confederating together and mutually helping each other, representing themselves to have the capacity to contract, enlist, hire and transport Filipino workers for employment abroad, did then and...
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