Welcome to Scribd, the world's digital library. Read, publish, and share books and documents. See more
Download
Standard view
Full view
of .
Save to My Library
Look up keyword
Like this
20Activity
0 of .
Results for:
No results containing your search query
P. 1
Recruitment Cycle

Recruitment Cycle

Ratings: (0)|Views: 159 |Likes:
Published by rgaurab

More info:

Categories:Types, Brochures
Published by: rgaurab on Oct 27, 2009
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as PDF, TXT or read online from Scribd
See more
See less

05/11/2014

pdf

text

original

 
TheRecruitmentCycle
PlanningRecruitmentAdvertisingSelecting Staff InductionIdentifyTrainingNeedsPerformanceAppraisalsMoving On
Before recruitment, check the duties and responsibilitiesyour organisation needs to have performed:Is the current job description really what theorganisation needs?
Dotheytwiththeorganisationsstrategicand
business plans?What are the legislative requirements?What recruitment policies and procedures need tobe followed?Ads in the local paper is only one way of recruiting, otheroptions include:Internal notices such as newsletters or email messagesNotices on public noticeboards either within yourorganisation or in other placesExisting networks and word of mouth advertising arecheap and effectiveRecruitment agencies can help sort out potentialapplicants and therefore save you time
PlanningRecruitment
 
What goes in an advertisement:Title and job descriptionJob status and salaryRequired skills and knowledgeContact detailsApplication closing datesYou must not break anti-discrimination laws and jobadvertisements must be clear and truthful!You need a good quality selection criteria and an informedand organised interview panel!Short listing candidates will save lots of time.Questions you ask at the interview must be consistent forall applicants and the questions must relate to the position.You can ask about existing injuries if it is relevant to theposition, but be careful – obviously they have to be ableto do the job however it is illegal to discriminate on thegrounds of disabilities!Obviously you will ask if people can do the job to the abilitythey claim and its still an important process.
Itisalsoagoodtimetondoutwhatarethingsthat
motivate your potential employee and whatde-motivates them!This is really good time to get to know your staff personally,so use it as a time for them to not only get to know theorganisation but for you to get to know them a bit better.It is vital you give your employee induction into OH&Spolicies and procedures. Other policies and proceduresneed to be covered but OH&S is absolutely essential!Most inductions start with the individual roles andresponsibilities and work out to the big picture stuff!Appointing a buddy can help someone feel welcomeand supported.Use the probation period to identify the strengths of your
newworkeraswellastheareastheywillbenetfromextra
training.It is easier to train the right person for the position thanchange poor attitude or work habits even if the person ishighly skilled!It is important to know whether the training or professional
developmenthasactuallybenetedtheindividualandthe
organisation.Make sure you evaluate the activities and a good way to
 ‘valueadd’tothetrainingordevelopmentistoaskthe
worker to give a brief presentation to the nextteam meeting.
SelectingStaff ReferenceChecksInductionIdentifyTrainingNeedsAdvertising

Activity (20)

You've already reviewed this. Edit your review.
1 hundred reads
kannan_mba liked this
Maha Raja liked this
PY Caunan liked this
kotthapalli liked this
lkymatt liked this
d22123 liked this
abdullrahim liked this

You're Reading a Free Preview

Download
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->