This paper sets out the proposed method for attracting talent and recruitment of a new HR Officer. In order to ensure that there is a structured induction programme and handover period, it is recommended that the recruitment process be set in motion in the near future. Four Factors that will affect our talent planning
The amount of work that will be coming in i:e seasonal work for retailers A company constantly should be forecasting to help prepare for changes in the marketplace. Forecasting sales revenues, materials costs, personnel costs and overhead costs can help a company plan for upcoming projects. Without accurate forecasting, it can be difficult to tell if the plan has any chance of success, if the company has the capabilities to pull off the plan and if the plan will help to strengthen the company's standing within the industry. For example, if your forecasting for the cost of goods has changed due to a sudden increase in material costs, then that can affect elements of your product roll-out plan, including projected profit and the long-term commitment you might need to make to a supplier to try to get the lowest price possible. Business plan
Organizational business plan directly affect the staffing function because it determines the type of personal that may be required in future. On the basis of business plan growing organization may need more staff in the future and declining organization will have to shunt out its staff and stagnating organization will work for retaining its staff. Staffing strategies may be different for these organizations. External factors may also affect recruitment
Economic recession can make the pool of candidates very large so it make it very hard to filter all the applications you receive.
Methods of recruitment
The first stage is to generate interest from candidates and there is a range of ways of doing this. Internal methods
It is important not to forget the internal talent pool when recruiting. Providing opportunities for development and career progression increases employee engagement and retention and supports succession planning. See our factsheet on succession for more information on this topic. Employee referral schemes
Some organisations operate an employee referral scheme. These schemes usually offer an incentive to existing employees to assist in the recruitment of family or friends. But employers should not rely on schemes such as these at the expense of att1ra1cting a diverse workforce. External methods
There are many options available for generating interest from individuals outside the organisation. These include placing advertisements in trade press, newspapers, on commercial job boards and on the organisation’s website. Social networking sites are also increasingly being used as part of the recruitment process. Technology is also is being used more and more to manage the application process; for example storing candidate details and generating responses to applications.
Advertisements, whether online or on paper, should be clear and indicate the: requirements of the job
necessary and the desirable criteria for job applicants (to limit the number of inappropriate applications received) nature of the organisation’s activities
job tenure (for example, contract length)
details of how to apply.
External recruitment services
Many organisations make use of external providers to assist with their recruitment. Widely known in the industry as recruitment agencies or recruitment consultants, they offer employers a range of services - attracting candidates, managing candidate responses, screening and shortlisting, or running assessment centres on the employer’s behalf. These services might also be provided by an outsourcing provider. It is important that these recruitment partners develop a good understanding of the organisation and its requirements. Those employers and...
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