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Recruitment Policy - Case Study Example

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The research centres on presenting the negative aspects of the job responsibilities. To increase the job applicant database, the negative or warts-and-all hiring policy must be included during the second phase of the recruitment process, the interview phase…
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Recruitment Policy
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Download file to see previous pages The paper states that the human resource management’s recruitment policies must ensure high job applicant turnout. Hiring companies include in their recruitment policies that recruitment advertisements at graduate recruitment presentations or in notices placed at job centres must not include a “warts and all” policy. The absences of the Warts-and-all aspects during the recruitment process to delivery a realistic and message at the selection stage as a means of helping the companies attract and employ job candidates to establish the job applicants’ suitability for the jobs concerned. First, stating that the company will not hesitate to fire employees having lackluster job performances will create fear in the hearts of the faint-hearted job applicants. The absence of the warts-and-all statements will increase job applicant volume. The recruitment office must focus on the “suitor” approach over the “realistic or negative” in order to win the approval of the Job applicant. The company can show that current and prospective employees can have there are coffee or snack breaks in the morning and in the afternoon. Likewise, the company can offer a car plan to employees generating excellent or very satisfactory job performances. The company can offer rewards and promotions to employees constantly exceeding established monthly benchmarks. To increase the job applicant database, the negative or warts-and-all hiring policy must be included during the second phase of the recruitment process, the interview phase. ...Download file to see next pagesRead More
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