Recruitment and selection
Курсовой проект - Менеджмент
Другие курсовые по предмету Менеджмент
ocess is not a process to steal the best employees from their departments. These employees should be treated as a very scarce resource and the internal recruitment procedures should work differently for them.managers use the internal recruitment process as a tool to transfer their own issues to the other departments. This is very dangerous as other managers will not trust the internal recruitment process and will block the ambitions of employees to be transferred.employees can misuse the internal recruitment process, when there are no clear rules and procedures applied. The organization can support internal rotations of employees, but the rules must be clear about the length of the stay of the employee in one department.employee can enjoy the benefit of quick internal job hopping and the results achieved are very difficult to be recognized by the organization. No manager is able to make a full performance appraisal as the whole year in one department is unique then. The employee is just focused on his or her promotion in the organization and the salary can be increased in every step.internal recruitment can be sometimes taken as an obligatory option by the organization. The employees suppose to be first in the queue before any applicant from the external job market. But this approach is very dangerous for the organization. The external candidates bring know how and external knowledge, which can help to the organization to perform even better.internal recruitment process cannot solve all the recruitment issues in the organization, but there should be a right mixture of the internal and external recruitment to keep the organization in a healthy shaInternal versus External Job Candidateselection of the winning internal or external job candidate is a common dilemma of the internal recruitment process. Many times, the external and the internal final candidates compete for the job position. The HRM Function and the hiring manager have to make a correct decision.efficient internal recruitment needs clear rules for the decision about the winning candidate. The organization has to clearly define the condition for the final decision based on the corporate culture and habits inside the organization.corporate culture should be the main driver of the final decision. The internal candidate has to be sure about the evaluation not to become de-motivated. The clear rules for the preference of the internal candidate over the external candidate will help to set the clear expectations.common rule is the winner takes it all. This rule can be applied in the organizations focused on the internal and external competition. The organization makes no difference between internal and external candidates. This approach looks fair to the employees, but it can bring a lot of confusion as the employees feel no preference of the internal and existing employees and they feel no interest of the organization in their own personal career development.
1.2 Job Resume
Job Resume or Curriculum Vitae (also CV) is the basic document about the job candidate the HR Recruiter works with. The Job Resume has usually defined structure and the HR Recruiter has to be able to find that different one from the other job resumes.and sorting of job resumes is a basic skill and competency of the HR Recruiter and they have to learn to make it quickly as the recruitment process is about quality and speed. The hiring manager and the job candidates do not wait for the long time.selection of Job Resumes in Graduates CampaignsGraduate Recruitment and Job Fairs Campaigns are very special part of the year for the HR Recruiters. They are in a real flood of job resumes and they have to sort them quickly to invite the right people for the job interview.Graduate Recruitment is even worse as there are a lot of opportunities in the organization and the job resumes of all the applicants look pretty words and they have no idea about their dream position or department within the organization. They just simply apply for a position within the organization or their idea about the job is not correct and needs to be corrected during the job interviewing.HR Recruiter has to find an approach to sort the job resumes quickly starting the job interviewing process as soon as possible. The HR Recruiter has to develop the simple, efficient and consistent way of sorting job resumes. The consistency is very important to make sure the results of sorting evaluate everyone correctly.HR Recruiter has to keep in mind the corporate values and corporate culture to set the correct thresholds to the decision process. The sorting of job resumes has to be quick as well as the HR Recruiter cannot spend long time on it.HR Recruiter has to split the selection of job resumes to several steps:HR Recruiter has to focus on the job resume cover letters and the grammar used. When there is a mistake, the resume should be refused as the job candidate should make sure the job resume contains no errors. Lack of attention to the details. Using this approach many job resumes will be refused.HR Recruiter should focus on the cover letter and job resume and their links and logics. When the HR Recruiter sees a mismatch in the cover letter and the job resume, the job resume can be refused as well.HR Recruiter has to develop a quick questionnaire for the phone job interview. This phone job interview has to be standardized with no more than 10 questions to make it quick and efficient. Every single note has to be taken and the candidates have to be evaluated after a battery of 5 phone job interviews. 1 job resume can be selected; the rest has to be refused.approach looks very aggressive and potentially rejecting good candidates, but the Graduate Recruitment is mainly about the speed of the recruitment process and this approach allows the organization to react really quickly.Resume Components to ObserveHR Recruiters are under a huge pressure to select a lot of job resumes quickly every day and to make it consistently. The HR Recruiter has to follow some easy set of the internal rules to decide about the invitation for the job interview.HR Recruiter has to develop a set of rules to recognize the good job resume quickly and with no a high level of mistakes. The HR Recruiter needs some time of practicing to be sure to make the best selection of the good job resumes.HR Recruiter monitors three main components of job resumes:
-design
-structure
clear message of the contentdesign of the job resume is the first thing to notice. The design of the job resume express the personality of the job candidate. The design of the job resume should correspond with the corporate culture as the organization with the a clear and quick decision process should have a mirror in a very clean job resume design. On the other hand, the design is the easiest part of the job resume to get from a specialized job resume web services, which can provide the job candidate with many job resume templates and the HR Recruiter cannot decide just on the basis of the cute job resume design.structure of the job resume is very important as it helps to recognize the personality of the job candidate. The structure and logics behind the job resume is very important sign about the personality. When the job resume is excellently structured, the HR Recruiter can expect the same at the job candidate. The structure of the job resume looks pretty simple, but in the reality is not an easy task to accomplish. The structure of the job resume is one of the most important factors to observe during the job resume preselection phase.clarity of messages in the job resume is very important as well. The design of the job resume can be very cute, but the unclear messages can destroy the whole job resume. The clarity and structure of the job resume make the final decision about the job candidate at the HR Recruiters side. The clarity of the messages cannot be changed for the HRM Buzzwords, the clarity is about the clear statements and a clear focus of the job resume.
1.3 Job Interview
Job Interview is a key step in the recruitment and staffing process. The job interview can be different for the internal and external recruitment, but the job interview is a key step in the process with a significant impact on the result of the whole recruitment and staffing process.job candidate also decides about the job position and the impression from the job interview is very important part of his or her decision. The job candidate can just decide based on the professionalism and information provided during the job interview.role of the HRM Function is to prepare the job interview and be the professional part of the job interviewing, guiding all the involved parts to the successful decision at the end. The role of the HR Recruiter is to let all the participants feel they did the best.
1.4 Recruitment Process Design and Development
good design of the recruitment process is a key to the successful recruitment and staffing process. The HRM Function has to focus on the design of the process and to cooperate with all the involved parties - managers, employees, agencies and web recruitment services.recruitment process is unique for each organization and the HRM Function has to make adjustments in the general design of the recruitment process, which can be taken from any source.recruitment process design is not an easy job, but the HR Recruiter has to be smart enough to bring the recruitment design, which will fit the organizations need.recruitment and staffing process can be designed without the actual needs of the organization, but the HRM Function should invest time and effort into designing the correct recruitment process to make sure, the organization will take the result of the design as a benefit. The design of the recruitment process is about the coope