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 OK Ladies, I need your brains, Help with an assignment question |
| Jacci |
  Apr 3 2006, 08:33 PM
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#1
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 Dear Lord, please stick.  Group: avid user Posts: 2,844 Joined: 1-September 05 From: Albury, NSW Member No.: 6,470  |
I am doing an assignment for a course in HR. There is a couple of topics that I have come up with however I now need to explain why it is important and how it contributes to a successful recruitment.
The ones I am stuck on are: ** Select the appropriate recruitment method for the particular job ** Develop the detailed selection criteria **Confirming & informing company stakeholders before recruitment Any help would be appreciated.... Thanks in advance  -------------------- Married: 10 Feb 2007 Chris Lyndon born 19 Feb 2008 Mia Marie born 03 Sept 2009   |
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| cassarilda |
Apr 3 2006, 09:49 PM
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#2
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 Part of the Furniture Group: avid user Posts: 4,797 Joined: 4-June 04 From: Perth, WA Member No.: 863 |
I'll see if I can help... Im no expert, but sometimes another persons opinions can help? 
I assume this includes things like selecting the correct newspaper/target audience to advertise to? If you want technologically savvy people, you would ensure you also advertise online? But also, group interviews vs singular... are some positions more focussed towards team work and ability to work with/respect lots of other people? A group interview might be prefered in this case, also if you expect large responses? Otherwise, a singular interview might be better for lower response expectations?
I know a bit about this one after listening to my mum complaining that someone didnt write it correctly.. they got SO many unqualified and wrong people for the job advertised, that they had to rewrite it and re advertise thus costing money and time. So yes, gives a accurate clear description of what is required in the position, so that relevently qualified people are attracted to it. Also, leaves no grey patches that can be misunderstood later. Also allows for easy identification of qualified people by those who can correctly respond to the criteria.
They are your money supply... of course they are going to want to be told  I know what i want to say for this one, but Im stuck! I really hope that helps. --------------------  Your life will never be measured by what you intended to do, but by what you actually achieved. |
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| lazuli |
Apr 3 2006, 11:02 PM
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 Part of the Furniture Group: avid user Posts: 5,856 Joined: 16-July 04 From: Canberra Member No.: 1,142 |
hmmm... i need to procrastinate from my own assignment, so i'll ramble on about yours!
selecting the wrong method is likely to not only to piss off your applicants, but probably draw the wrong ones into your organisation. you need to consider who your target audience are, and recruit to them. ie, if you are recruiting for a position where there is an extraordinarily low level of unemployment in the industry, you're going to be looking at headhunting people - not even bothering to advertise. if it's a retail position in a major chain, reduce the effort you go to - advertise widely through schools and universities, and enable online application submission, with streamlined processes that reduce the effort on the part of your organisation, given you're going to be recruiting these positions time and time again. complex recruitments are going to need complex processes - multiple interviews with different stakeholders, pyschometric testing etc - you may wish to go through a recruitment firm to expertly manage this system. putting someone applying for KFC through this is going to be a bit useless! ** Develop the detailed selection criteria the process of developing the selection criteria facilitates the understanding of the business unit and the interviewers in knowing exactly what they are looking for. as the applicant, you should be able to dervice from the SC whether you are appropriate for the job, and gather some understanding of what you will be asked in the interview, and what the job itself will entail. there is no point in asking generic questions, if you really need someone with advanced skills in Access and Visio, or vice versa. **Confirming & informing company stakeholders before recruitment Even if they don't have authority for the budget, they may have a non-financial delegation which requires their approval. they may also have suggestions for the selection criteria, or wish to be involved in the interview or preparation. -------------------- |
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