Working with People and Teams
Working with People and Teams
Tayside Design Solutions
Outcome 4
1. There are several problems within the company with regards to the turnover of staff for the role of Clerical Administrative Support. This seems to be a problem that has arisen through the recruitment processes of the company. One issue being that the person responsible for the recruitment of staff for the post is that they did not have the adequate time to follow appropriate recruitment process and the first candidate interviewed was employed. This issue may be due to the fact that it was not discussed with fellow colleagues on what requirements were needed for potential employees to possess in order to fill the position. Another issue is that the position vacancy was passed onto an employment recruitment agency. This is not a suitable recruitment method for the company to use as the agency does not have full knowledge of the job requirements. A clear job description needs to be drawn up so that the candidates as well as the interviewer know what is expected of them. Person specifications can then be drawn up from the job description so that the candidate is aware of the main job role and tasks as well as the knowledge and skills required in order to fill the position. This will also help the interviewer with the interview process. Methods that can be used to aid the interviewer in selecting the right candidate for the position are biodata, selection interview, rating, psychological testing, and organisational data.
2. Biodata is short for biographical data. Biodata is the biography of a potential employee, this information is collected from their CVs or application forms. The information is then collected, scored and analysed. The information given includes names, addresses, educational background and qualifications, general health, previous employment, if a driving license is held, if they have any hobbies. Strength of this method is that specific questions relating
Tayside Design Solutions
Outcome 4
1. There are several problems within the company with regards to the turnover of staff for the role of Clerical Administrative Support. This seems to be a problem that has arisen through the recruitment processes of the company. One issue being that the person responsible for the recruitment of staff for the post is that they did not have the adequate time to follow appropriate recruitment process and the first candidate interviewed was employed. This issue may be due to the fact that it was not discussed with fellow colleagues on what requirements were needed for potential employees to possess in order to fill the position. Another issue is that the position vacancy was passed onto an employment recruitment agency. This is not a suitable recruitment method for the company to use as the agency does not have full knowledge of the job requirements. A clear job description needs to be drawn up so that the candidates as well as the interviewer know what is expected of them. Person specifications can then be drawn up from the job description so that the candidate is aware of the main job role and tasks as well as the knowledge and skills required in order to fill the position. This will also help the interviewer with the interview process. Methods that can be used to aid the interviewer in selecting the right candidate for the position are biodata, selection interview, rating, psychological testing, and organisational data.
2. Biodata is short for biographical data. Biodata is the biography of a potential employee, this information is collected from their CVs or application forms. The information is then collected, scored and analysed. The information given includes names, addresses, educational background and qualifications, general health, previous employment, if a driving license is held, if they have any hobbies. Strength of this method is that specific questions relating