The recruitment and selection process involves finding and choosing suitable candidates for jobs within a company. It begins with planning to fill vacancies, developing job descriptions and advertising positions. Companies then sort through applications, conduct interviews and assessments, check references, and make offers. The goal is to implement fair procedures to identify the best candidates who align with job requirements and company culture.
Assessments are a critical part of the interview process. They give job seekers a way to showcase their skills and qualifications, and they give employers a more complete picture of the person behind the resume.
Assessments are a critical part of the interview process. They give job seekers a way to showcase their skills and qualifications, and they give employers a more complete picture of the person behind the resume.
Recruitment is very important in human resource.
Finding the right ,or capable employees, and recruitment plan should be materialized.
Nowadays Social media are viral for hiring people. There are some sites such as ODESK, FREELANCER, and ELANCE are those company that pays to employees working in a short period of time. But If working with high benefits HR is very strict in choosing a loyal, patience, and screen employees to fit for the JOB.
There are other ways to recruit such as external or internal methods.
ROTATING ADS,BANNERS, EMAIL MARKETING is now a way of recruitment. Video presentation onlines, as well as webinars for trainings.
But still TRADITIONAL way is also important.
ADVERTISING, EMPLOYMENT AGENCIES, EMPLOYEE REFERRALS ARE ALL EFFECTIVE IN ATTRACTING INDIVIDUALSIN EVERY TYPE OF SKILLS.
This short book looks at the recruitment process from the point-of-view of the recruiter and applicant. It covers job applications, job requirements, recruitment agencies, interviews, presentations, group work and tests.
Recruitment is very important in human resource.
Finding the right ,or capable employees, and recruitment plan should be materialized.
Nowadays Social media are viral for hiring people. There are some sites such as ODESK, FREELANCER, and ELANCE are those company that pays to employees working in a short period of time. But If working with high benefits HR is very strict in choosing a loyal, patience, and screen employees to fit for the JOB.
There are other ways to recruit such as external or internal methods.
ROTATING ADS,BANNERS, EMAIL MARKETING is now a way of recruitment. Video presentation onlines, as well as webinars for trainings.
But still TRADITIONAL way is also important.
ADVERTISING, EMPLOYMENT AGENCIES, EMPLOYEE REFERRALS ARE ALL EFFECTIVE IN ATTRACTING INDIVIDUALSIN EVERY TYPE OF SKILLS.
This short book looks at the recruitment process from the point-of-view of the recruiter and applicant. It covers job applications, job requirements, recruitment agencies, interviews, presentations, group work and tests.
The Business Winners & Losers of an NFL LockoutSteering Imc
Since their last work stoppage in 1987, the NFL has enjoyed great prosperity turning itself into a $9B dollar juggernaut and making millionaires out of its players. None of this growth would have been possible without the money generated from the sales of television rights, advertising dollars and a host of other, closely aligned commercial interests. The business of football extends well beyond the field. Of course while fans will be broken-hearted, it is the companies and industries with the greatest exposure to the NFL which may have the most at stake in this fight.
Eskape - Gestion Electronique de Documents - Présentation produit ELOEskape
La gestion électronique de documents (GED) vise à gérer, partager et organiser vos documents de manière informatisée. Aujourd'hui les pertes financières liées à l’inefficacité des méthodes de traitement des informations n’est plus à démontrer.
La GED touche toutes les étapes du cycle de vie d'un document, de l'acquisition à l'archivage et vous permettra de maîtriser les flux de documents et d'en améliorer sa traçabilité. La circulation et le traitement des documents sont facilités au sein de votre entreprise.
Les avantages de la GED : Une réduction des coûts de l'entreprise, Une meilleure qualité des échanges, Une plus grande efficacité des collaborateurs, Amélioration de la gestion de l’information et de la documentation, Amélioration de vos processus d’affaires.
Société informatique et intégrateur majeur en région Centre de Microsoft Dynamics NAV (Progiciel de gestion NAVISION), Eskape développe depuis plus de 15 ans des solutions permettant de répondre aux problématiques standards et personnalisées des entreprises : Mobilité, e-Commerce, Paye, RH, Business Intelligence, EDI, GED, Systèmes et Réseaux, Sécurité, Cloud, etc…
Son objectif ; consacrer ses compétences humaines et technologiques à la création de produits adaptés au développement de ses clients.
www.eskape.fr
Ce progiciel de gestion (ERP) complet et intégré, destiné aux PME de 10 à 1000 employés, s’associera à vos outils Microsoft (Office, Outlook, Exchange,…) dans le but de vous simplifier le travail au quotidien.
Grâce à son ergonomie intuitive et sa mise en place simple et rapide, Microsoft Dynamics NAV est immédiatement accepté par les utilisateurs, vous offrant un rapide retour sur investissement.
La richesse fonctionnelle de cette solution, permettra de gérer, via son interface web, l’ensemble des processus : décisionnel, commercial, gestion financière, gestion de projet, gestion logistique, planification, vente, marketing, etc… et d’avoir également une visibilité à court et long terme plus efficace et de manière plus productive.
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
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
Unit 2.2 19 recruitment & selection
1. Recruitment & Selection
The process of finding new staff for a company, from advertising jobs to signing
contracts, needs to be well run if it is not to waste valuable company time.
Choosing the right person for a hob depends, to a large degree, on getting the
right procedures and documents in place.
Recruitment is from the point when the organisation decides it needs to
employ somebody up to the point where a pile of completed
application forms has arrived in the post.
Selection begins when the HR department sort through that pile of
applications and it ends when the newly appointed employee
turns up on their first day at work.
The HR department must plan ahead, identify and fill job vacancies.
Why might a vacancy arise?
• Worker/s may be due for retirement
• Worker/s may leave for other reasons
• Worker/s may be promoted
• A business expansion may create new jobs
Stages in the Recruitment Process
Below are the typical stages in the recruitment process of a medium to large
company (they may differ slightly from business to business). A small company
may well not follow all the same procedures.
1. The manger if the department with the vacancy
Job description & person
consults the HR manager. They draw up 2 key
specification
documents – the job description and the person
specification.
2. The job advertisement is placed in the local paper.
After the application deadline had passed, application
forms and CVs are checked to remove obviously Job advertisement
unsuitable people. The rest of the applications are
compared to the person specification to arrive at a
shortlist for interview.
3. The candidates are interviewed and may be given a
test of some kind to do (aptitude, personality and
2. intelligence tests, presentations etc). The job is
Interview candidates
offered to the most suitable candidate. If no
candidate proves suitable the job will be re-
advertised). Unsuccessful candidates are notified.
4. The successful candidate’s references are checked.
If any problems arise the job may be offered to the
Check references
met most suitable person from the list. If all their
references are fine a time is set for the new person to
start.
5. A contract and some training time are arranged.
The performance of the new staff member will be
Contract & training
monitored through an appraisal system – manager
and worker will agree on targets for a set period and
then review the results.
Job Description lists all the duties an employee must carry out in that
particular job describes what the job involves.
Job title Basic details
Location of job
Brief outline of what the The organisation is selling itself to the job
employer does applicants. If it looks like a successful
place it will attract netter applicants
Main purpose of the job Are the essentials of the job description
Detailed list of main tasks
that all applicants need to know about
required in the job
Standards that the job holder
will be required to achieve
Pay & other benefits Needed as attractions to draw in good
Promotion prospects
quality applicants
The person to whom the job Give the applicant a clearer idea of how
holder reports this job fits into the organisation
The person/s who report/s to
the job holder
Person Specification
describes the kind of person who is needed to carry out a particular job.
Usually a seven point plan is used to write a person specification;
1 Physique, health & Includes personal smartness, dress sense, voice,
appearance hearing, eyesight as well as general health
3. 2 Attainments What educational qualifications such as GCSE’s,
NVQ’s, A-Level’s, degree, does the job require?
3 General intelligence How ‘bright’ do you need to be to do this job?
4 Special aptitudes What special skills does a person need to do this
job? It could be skills with words or numbers for
example.
5 Interests Firms will often look for people with lots of interests
& hobbies
6 Disposition What kind of personality is needed to do this job?
7 circumstances e.g. the job may require the person to live nearby or
be prepared to travel
Advertising the Job
The job advertisement contains details of the position to be filled and where to
apply. The job description and person specification are used to draw up the job
advertisement.
Adverts can be internal or external
o Internal – only circulated within the business in order to give existing
staff the chance to apply
o External – published in appropriate places (local, nation or specialist
newspapers. Also possibly sent to Job Centres and recruitment agencies)
Advertising internally can be quicker and less expensive than from outside. It
also improves morale as staff realise that promotion is possible. Another benefit
is that the internal candidate knows the organisation and so can learn the new job
very quickly. The drawback is however that no ‘new blood’ is introduced which
could lead to fewer new ideas. The benefits of external candidates mean that
there will be a much wider range of people from whom to choose, showing
everyone that the organisation is an Equal Opportunities employer.
Job advertisements should contain;
o Name of the employer & what the employer does
label manufacturer, computer programming etc
o Job title
should state what the job requires the person to do
o Type of person required
qualities, qualifications and experience
o Pay, hours & perks
o Place of work & indication of any travelling required
o How to apply
should state whether applicants should write in, phone or email for an
application or send a CV
4. SELECTION
Having received all the applications a shortlist must be drawn up, eliminating
those who don’t meet the person specifications – they may be regarded as too
inexperienced or overqualified.
The Interview
At an interview the interviewer can;
• Check whether the interviewees communication skills are up to the
required standard
• Assess the interviewees social skills
• Check their physical appearance (regarded as important for some jobs –
receptionist, sales force).
• See how confident the interviewee is
• Discuss information on the application form
• Judge whether the interviewee will work effectively with colleagues in the
department
The interviewee can;
• Discuss future prospects – promotions
• Check the working conditions
• Ask about training and other opportunities
• Judge the friendliness or otherwise of existing staff
• See the facilities available
Selection Tests
Some firms run a series of tests to help decide which of the short listed applicants
is most suitable for the post. These tests may be designed to assess a candidate’s
intelligence, personality or aptitude.
5. 1. Intelligence tests
Designed to check applicant’s mental abilities. May involve testing verbal
and numerical reasoning.
2. Personality tests (psychometric)
Try to discover an applicant’s personality, attitudes and beliefs in an
attempt to find out whether they will fit happily in to the company. A
common psychometric test is a DISC TEST – Dominance Influence
Steadiness Compliance. An example of a DISC question is below; the
candidate has to state which statement is most like him/her and which is
least like him/her
A I am very persuasive Most Least
B I see myself as a gentle person Most Least
C I am a very modest type Most Least
D I often come up with original ideas Most Least
3. Aptitude tests
Are set if the employer wants to see the applicant carrying out the sort of
tasks involved in doing the job. E.g. an applicant for a clerical post may be
required to carry out tests involving word processing or the use of the
telephone.
References
It is common practice for employers to ask applicants to provide 2 references,
usually from previous employers and reputable personal acquaintances.
Legal & ethical issues when recruiting
Employers should act fairly by never discriminating on sexual, racial or
disability grounds. The organisations recruitment advertising must not
discriminate against anyone.
The way in which people are selected for shortlist for interview and the manner of
the interview itself must be carried out ethically – interviewers must be fair and
not choose a candidate for personal reasons.
6. It is equally important that the applicant does not tell lies or mislead on the
application or CV. To do so could lead to dismissal.
APPOINTMENT
Once the applicant has been selected by the interview panel and has accepted the
position offered a contract of employment is drawn up. This contract contains
the following information;
CONTRACT OF EMPLOYMENT
Job title ..............................
Employers name .......................... Employees name .........................
Starting date ............................... Hours of work .............................
Pay and pay intervals ................... Holidays and holiday pay ..............
Sickness and sickness pay ............ Pension details ............................
Length of notice required ............. Disciplinary rules .........................
Ending the appointment
Employees may be made redundant. This occurs when their jobs are no longer
needed by the firm (possibly due to changes in work practice or production
methods or changes in demand for the firm’s goods and services. Staff may
receive some redundancy pay, the amount depending on factors such as their
length of service, age and rate of pay.
An employee can be dismissed where there is a good reason to do so. Typical
situations when this may occur include, stealing the firms goods, continued
employment would be illegal (lorry driver lost licence) or conduct at work
(drunkenness, violent behaviour). An employee will be given verbal warnings
followed by written warnings before being dismissed. All employees have
protection against unfair dismissal.
The recruitment and selection process can be a long and expensive one so HR
department staff need to be careful and thorough when employing people.