Recruitment, Documents Produced During Recruitment Process
What is ‘recruitment’?
Recruitment is the process of screening, and selecting qualified people for a job at organisation or firm. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. By saying to choose a right people for a job means making sure that job holders have the right skills, knowledge and attitudes required by organisation to help them achieve firms objectives. In simple words recruitment is simply taking on employees to get the: * Right person * In the right place * At the right time;
For some components of the recruitment process, medium and large size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. Recruiting individuals to fill particular posts can be done either internally or externally. Internally means that a job vacancy is filled from within the business and existing employee rather than employing externally. Externally is when recruiting people from outside. In the table below you can find the advantages and disadvantages of each method of recruitment:
Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. The methods used to recruit internally are intranets, staff notice-board, meetings, word-of-mouth, e-mail, and company’s newsletters.
External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. The methods used to recruit externally are: job centres, job advertisements, recruitment agency, and personal recommendation.
For example job centres are paid by government and are responsible for helping unemployed to get job or training. They are generally free to use.
Job advertisements are mostly used by businesses to recruit externally. They can be found in many spaces (newspapers, shop windows, job centre, etc), and they mostly include the information related to a job, such as job title, location,
Recruitment is the process of screening, and selecting qualified people for a job at organisation or firm. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. By saying to choose a right people for a job means making sure that job holders have the right skills, knowledge and attitudes required by organisation to help them achieve firms objectives. In simple words recruitment is simply taking on employees to get the: * Right person * In the right place * At the right time;
For some components of the recruitment process, medium and large size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. Recruiting individuals to fill particular posts can be done either internally or externally. Internally means that a job vacancy is filled from within the business and existing employee rather than employing externally. Externally is when recruiting people from outside. In the table below you can find the advantages and disadvantages of each method of recruitment:
Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. The methods used to recruit internally are intranets, staff notice-board, meetings, word-of-mouth, e-mail, and company’s newsletters.
External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. The methods used to recruit externally are: job centres, job advertisements, recruitment agency, and personal recommendation.
For example job centres are paid by government and are responsible for helping unemployed to get job or training. They are generally free to use.
Job advertisements are mostly used by businesses to recruit externally. They can be found in many spaces (newspapers, shop windows, job centre, etc), and they mostly include the information related to a job, such as job title, location,