Staff Recruitment and Selection Essay -- Business Management Studies

supply Recruitment and SelectionIn this section I will be explaining and discussing the organisations(S starthgate college) procedures for recruiting and selecting staff andalso identifying theKey factors that have to be considered at both stage of this process.Procedures1. trick analysis is thither a need for a va flockcy? Either because(i) The nature of the craft has changed, which could result in restructuring therefrom the availability of more production lines.(ii) A psyche has left or been promoted, go forth an avail adequate to(p) space in their former position 2. If there is a vacancy a job description is complied(i) The task of the job(ii) The demeanour to achieve these tasksSo Southgate College will have to write a job description to try whatthe job is (i.e. Admissions Assistant) and what it involves. In thejob description there must be a list of tasks required and what willbe essential to do the job.3. Person specificationCharacteristics and the qualitie s indispensable of the person needed for thejob(i) Physical make up what should the jobholder look and sound like, sexual activity or ethnicity, generally the law does not allow the employees to specify.(ii) Qualifications education, formal qualifications and go(iii) Specific skills (iv) Hobbies and interests(v) Personality temperament(vi) Personal circumstances The reason for the person specification is to find out more about thecandidate and what the person is generally like. A personspecification sets out the qualities of an ideal candidate. 4. Job advertisement based on the appliers personal profilePlus 1. honorarium and salaries 5. Holidays2. Hours of work 6. Address telephone number 3. Perquisites 7. Closing date 4. Duties 8. system of coat Application form Application form and c.v.Letter of application and c.v.5. Drawing up a in brief list for interviewThe short list consists of 4-5 people who best fit the personspecification and the job descripti on. There may be differences inage, experience, and qualifications.6. Selection interviews(i) Structuring the interview depends on the nature of the job, size of the organisation.As Southgate College is a big organisation, interviews argon conductedby a panelPersonal officerHead of departm... ...sight before truly applying for the job. The disciplinewritten in these three documents are very of import because in all thedocuments the information must be written accurately and also notmisleading for the applicant e.g. the duties involved in the job. Theinformation must be high quality for the applicant to be able tounderstand what is written and also to make sure the person knows whateach document is telling them for example the applicant can not enter adocument which tells him a set of duties to do but the other(a) documentsays something completely different. There is two ways of testing the applicant1. Informal method- this way of testing is based on an interview were ques tions are asked Through this method the employer will be able to find out what the person has to offer and what kind person he is on damage of e.g. appearance, attitude, body language.2. Psychometric tests- this tests the persons personality it will show the interviewers what the person is like generally. The questions must be checked before they can be asked the reason for this is to remove bad questions and also to remove social, racial or sex bias.