Recruitment and Selection Process
Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to do it properly. When organisations choose the right people for the job train them well and treat them appropriately, these people not only produce good results but also tend to stay with the organisation longer. In such circumstances, the organisation's initial and ongoing investment in them is well rewarded. An organisation may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it requires. This is true across the whole spectrum of business activity e.g. schools, hospitals, legal practices, restaurants, airlines, and insurance companies. Poor choices at the recruitment stage can prove expensive. The company needs to be sure of a candidate's technical competence. For example, if an engineer designs a component that fails and has to be re-engineered, the company loses both time and money and may incur penalty charges on any delay in fulfilling particular contracts. Time and money spent in recruiting that particular employee will have proved expensive and wasteful whilst a better candidate may not only have 'got away' but also gone to a competitor (http://businesscasestudies.co.uk/cummins/using-effective-recruitment-to-retain-competitive-advantage/the-importance-of-recruitmentand-selection.html#ixzz2Q5nHmceR). The process of recruitment and selection must be fair, systematic, efficient and effective, ensuring equality of opportunities. Employees must be appointed in accordance with relevant statutory obligation, code of practice, the company rules (i.e. Surance Brokers CC) and in line with the relevant policies and procedures. The approach will be to ensure that Surance Brokers CC employs people with the right skills and at the right time. No job applicant or employee will receive less favourable treatment because of their race, sex, religion or belief, disability, marital or partnership status, age, pregnancy or maternity, sexual orientation, gender reassignment, or caring responsibilities, or will be disadvantaged by conditions or requirements which cannot be justified (port.ac.uk/accesstoinformation/policies/humanresources). Here is the Recruitment and selection process below:
The Recruitment Process
Step 1: Identification of a Vacancy
The manager (Jack) must identify a vacancy for this reason that may include: * Staffing changes e.g.( secondment, resignation, termination, retirement and leave) * Work requirement e.g. (creation of new position and temporary additional workload0. In your case Jack Elsaba resigned and you have already identified the need to recruit to fill her position. Step 2: Update the Job description, specification and profile This assists in identifying what one will be looking for in a candidate to fill the position. It serves to create the ultimate goal towards which the recruitment and selection process is geared. Jack here is where you establish what the Secretary Job description will be and as well as the specification. At this stage, it is also important to verify information regarding the context of the job. The compensation policy of the organisation as well as the job evaluation information should be consulted to verify the salary scale and benefits. Step 3: Recruitment policy
Kleynhans, Markham,Meyer,Van Aswegan and Plibeam(2006)point out that any organisation should have basic guidelines before they start recruiting. These guidelines are in the policies and procedures of the organisation. They also refer to recruiting as the process of attracting potential job applicants from available labour force. Every organisation must be able to attract a sufficient number of job candidates who have the abilities and aptitudes that will help the organisation achieve its objectives. Recruitment policy reflects the organisations general...
Please join StudyMode to read the full document