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Employee leaving

I am writing this report to describe how each organisation plans and conducts its recruitment furthermore I will be explaining why there might be a reason for a vacancy (employee leaving, growth, different, work, maternity cover, sickness) moreover I will be looking at the organisation if they have any current vacancies and why might they have arisen. Last but not least I will be explaining the different sources of recruitment that the two organisations use.

The need to recruit All business organisations have a need to recruit staff in order to run the business effectively and efficiently as there may be certain work or task need to be done by someone who has the right skills to tackle them. The need to recruit is mainly to manage the organisation effectively, run the business smoothly, and manage the resources effectively and to have a good work level.

Furthermore to do a particular job, to get the skills and experience for the business, not got enough employees, previous vacancies, growth in the business, employee leaving, extra work, different work, maternity cover, paternity cover, sickness, high staff turnover/ labour turnover. As without the right people the business cannot make the correct decisions and for this

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reason it is important to recruit. Features of key recruitment documents, describing the factors to be considered when planning to fill vacancies and conducting interviews

Before a business starts recruiting new employees the human resources department compiles a job description and person specification for the specific job they have a vacancy for. The job description gives potential candidates a taste of what is expected of them in the job. The job description is also used after the vacancy has been filled to ensure that the job is being carried out properly. The person specification is focused on the applicant and gives a description of the type of person that would be ideal for the job.

The person specification has to fit with the company’s culture so they ensure that the person that they recruit is likely to get on in the firm. Advertising also has a vital role when it comes to recruiting. To ensure that they get adequate responses companies must ensure that they are advertising in the right places. The human resources department has the choice to advertise internally within the firm or externally in the surrounding areas. Where companies advertised depends on whether they are looking for employees internally or externally.

For example, if a firm wanted a person from within the organisation then posters in and around the workplace would suffice. However, if the company wanted people from surrounding areas then advertising in local newspapers would be the way forward. Below is a list of the most common place that businesses advertise job vacancies: * Local job centres are an ideal place to post job vacancies as they attract a varied types of people * Newspapers can cover large areas and are read by many people daily.

A firm can expect to get many responses from this type of advertising * Using agencies is also a popular choice by business as the administrative paperwork is considerably reduced The recruitment and selection process can be very time consuming and costly. It is the responsibility of the human resources department to manage the recruitment and selection process. It is their job to look at whether more labour is needed and if so then they need to start the recruitment and selection process and make sure that they get the right people for the right jobs.

Getting the wrong person could mean the business incurs large costs as costly mistakes could be made by this person or they may want to leave almost straight away. However, choosing the right person for the right job is not an easy process. Companies have to make sure they abide by all laws that are in place to aid people of different ages, sex and races. The company has to make sure they do not discriminate in any way and do not pick a person simply because they are a certain age, race or sex. Companies usually get responses in the form of application letters, telephone applications and or a Curriculum Vitae (CV).

Many companies ask for a letter of application accompanied by a CV. A CV lists the candidates various skills, qualifications, work experience and their hobbies and interests. It is a great way for companies to get an insight in to the candidate. Once the business feels that they have received a sufficient amount of applications then they will start ‘short listing’. This involves taking the letters of application, CV’s etc. and picking the candidates they feel fit the job role best. These candidates will then be called in for interview.

Those that do not get called in for interview will have had poorly presented letters of application and or do not fit the job/person specification. Companies can use many different methods to interview candidates. This depends entirely on the company’s culture and type of organisation. Interviews are usually carried out formally although some interviews are more relaxed and less formal. Below is a list of the types of interviews companies can use: Formal Interviews These interviews are usually carried out by a panel of people rather than on a one-to-one basis.

Guidelines are usually strict in these interviews to ensure that applicants are chosen in the fairest way possible. Informal Interviews These interviews are carried out on a one-to-one basis and the interviewer asks general questions. Minimal preparation is needed for this type of interview. Demonstrations/Presentations A business may need the applicant to demonstrate particular skills that will be needed in the job. This could be demonstrating the fact that they can present information to a group of people or are creative and imaginative. Aptitude Tests

These are short tests that are taken by the candidate to prove such things as literacy and numeric skills. Personality Tests These are tests designed to get an idea of the type of character the candidate is. There are no right or wrong answers the interviewer would want to see how the candidate responded to various situations or tasks. Teamwork Exercises Sometime companies interview more than one candidate at a time and set them tasks to work together. The idea being that the interviewers can pick out leadership skills and see how they respond to team working.

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