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Recruitment methods
There are many different recruitment methods, below is the most
commonly used methods and benefits of each one of them:
1. Internal recruitment: internal recruitment can be defined as the
practice of selecting one of the current organisation employees to
fill a vacant position, it could be transferring someone from one
department to another or by promoting one of the employees. The
benefits of internal recruitment is that it is easier to assess the
applicants as all the information is available, cost and time effective,
the employees are already familiar with the organisation culture,
policies etc., serve as indicator that career opportunity within the
organisation exists and increase employees morale and loyalty to
the organisation.
2. Recruitment agencies: recruitment agencies are organisations
which try to match the right person with the right set of skills and
knowledge to fit the needs of an employer. The advantages of using
a recruitment agency is that they have more knowledge about the
market as each recruitment agency tend to specialize in some
industries, save time as they take care of screening applicants,
interview them and check their references, they have access to the
best talents and professionals, they can be credible when selecting
someone and also they offer longer guarantee periods for their
services.
3. Online recruitment: online recruitment i.e. Bayt.com,
Monster.com, indded.com etc. have revolutionized the recruitment
process for both the employers and job seekers and have made the
hiring decisions more efficient. There are a lot of benefits of using
online recruitment, it reduce time to hire as it takes about 20 minute
to post a job and applicants can apply easily, they are cost effective,
wider reach for both the employers and the candidates, it can be
considered as a branding opportunity for employers and it allows for
database buildup as employers can save attractive CVs for future
use.
Selection methods
When it comes to the selection process, there are many ways and
methods below are the most commonly used:
1. Interviews: interviews considered to be the most method used in
selecting a candidate be organisations. Some of the benefits is that
it provide instant feedback from the applicant, the interviewer can
observe the applicant’s body language and emotions, allow to
collect rich information and details from the applicant, topics can be
explored in depth and it allows flexibility in explaining or clarifying
questions.
2. Assessment centres: assessment centres can be defined as a
systematic method of evaluation based on multiple criteria.
Advantages of using assessment centres is that it consider to be a
fair and accurate method of choosing a candidate, it give the
applicant a better insight about the role they applied for as most of
the assessment is similar to the role, it not only help in selecting the
right candidate but also enhances the knowledge of all participating
applicants and it can be customized to for different kind of jobs.
3. Reference check: reference check usually comes at the latest
stage in the recruitment process, it is simply screening the
background of the applicant. The benefits of reference check is that
it increase the safety and security of selecting the right applicant, it
reduce employee turnover, it demonstrate fairness and equity in the
recruitment process and it helps to identify and exclude applicants
that have a history of inappropriate workplace behaviour.
Purposes of induction
First of all, induction is a process where employees adjust and get to know
their jobs and working environment, and every organisation should have a
well organised induction programme.
The following is some of the purposes of the induction:
1. It ensure that employees are well integrated into and across the
organisation, understanding the culture, the values and the mission
of the organisation.
2. Having a well organised induction programme enables new
employees understand their role, ways of working and meet their
colleagues, which helps in reducing the anxious and fear of starting
a new role in a new organisation,
3. For employers, it helps in improving the person-job fit, increase
employee commitment and job satisfaction, reducing employee
turnover and absenteeism.
The induction plan
Session Content of the session Timeline
History and background
Introduction to the about the organisation.
organisation. Mission, vision and values of Day 1
Person Responsible – the organisation. 8:30 – 10:30
Line Manager A tour around the
organisation premises.
Go through the organisation
Introduction to the staff chart.
of the organisation. Discuss roles and Day 1
Person Responsible – responsibilities of staff in 10:30 – 12:30
Line Manager general terms.
Day 1
Lunch Break -
12:30 – 13:30
Go through the policies and
procedures of the
organisation.
The culture of the
Explain local arrangements
organisation. Day 1
regarding hours of work,
Person Responsible – 13:30 – 15:30
holiday requests, sickness
Line Manager/Nominee
procedure, after hours
working, dress code, lunch
arrangements, etc.
Review processes for using
office equipment such as:
computer, telephone, fax,
printer, photocopier, etc.
Office Systems
Review computer security, Day 2
Person Responsible –
and software usage. 8:00 – 9:00
Line Manager/Nominee
Consider environmental
efficiencies (waste, recycling,
energy).