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An introductory look at the recruitment and selection process
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How to manage recruitment and selection tells you all about what to do when considering recruitment and selection. We can help with FREE recruitment services and business management training. We can also offer free advice and guidance. Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
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A comprehensive presentation on Recruitment and Selection, which i prepared essentially for my students for Human Resource Management.
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How to manage recruitment and selection tells you all about what to do when considering recruitment and selection. We can help with FREE recruitment services and business management training. We can also offer free advice and guidance. Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
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Understand and Differentiate between strategic recruitment and selection. Identify the dual goals of recruiting. Comprehend recruitment process from organizational as well as individual perspective. Identify what strategic decisions are involved in recruiting. Explain the major recruitment methods and analyze their advantages and disadvantages. Identify the basic selection criteria. Design and administer an effective selection process. Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection. Appreciate varied contemporary interviewing techniques used by interviewers. Design interview form and evaluation matrix.
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Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
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Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab. Index Terms: Recruitment, Selection 1) INTRODUCTION The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”. The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different. The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm. The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements: 1) Position vacant This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post. 2) Examining the Job description The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
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- Five things every growing business owner should know about employment law - We’re not talking about your expanding waistline (you look great). We're talking about the five essential things that you need to know about employment law – your obligations as an employer, and protection for your business – as your business grows. A sound understanding of these essentials will minimise your risk (and cost) of non-compliance with workplace laws. This webinar, hosted by Christine Broad, covers: - Contracts and policies – the different types of employment contracts and the must-have policies for any employer - Performance management – regular review and ongoing management of performance make good business sense, and help minimise claims of bullying or unfair dismissal. Our top tips on how to do this and how the process changes as your business grows - Termination / Unfair dismissal – how to manage termination of employment properly - Recent case law that impacts employers around sham contracting, social media and others Doing things correctly from the get-go means good business habits and employment procedures are in place as you expand. Upwards, not outwards ;) For further details on BlandsLaw's 2013 series on workplace law issues, visit www.blandslaw.com.au
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