Enhancing Employability - Essay Example

Enhancing employability Introduction Process by which searching for the right candi to perform a specified task is referred to Recruitment. The process starts when a new recruit is sought and accomplished when their applications are submitted. This gives so many applicants and it is from this point where new employees will be selected. This process helps to discover human manpower to meet staffing requirements and also helps to attract effective and efficient manpower. (Pinnington et al, 2003). Recruitment is a function preceding the selection that helps create potential employees for the company so that management can select the right person for the job from the pool. The main objective of this process is to ease the selection process. It is a process that continues since the organization is trying to develop qualified applicants for the future human resource needs. Recruitment process starts with a manager initiating an employee request for a given vacancy or a vacancy to be. (Pinnington, et al, 2004) The importance of this process includes Attracting and encouraging more candidates to apply. It helps create a talent pool of candidates enabling the organization to select best candidates. Recruitment links the employer with employee. It also increases the pool of job candidates at minimum cost (Tyson et al, 2000). For our study we will look at how DELOITTE Company does perform its recruitment process. Deloitte Company is a headhunting firm. The recruitment and selection is a major function of the human resource department. Recruitment process is normally the first step towards creating the competitive advantage and strategic advantage. It involves a systematic procedure from sourcing the candidates to arranging and conducting the interview. This requires time and resources. The steps involved include: Determining ideal recruiting target In this process Deloitte company deals with the targeted effort, performance level, and experience level, and also whether the individuals are seriously looking for a job. At this stage, firms priorities their job so that they can focus on resources on jobs with the highest business impact. Understanding decision criteria of your target — the most important part of this process is attracting the best talent, this cannot be achieved without knowing your targets. In this step we focus on key factors, known referred to as “job acceptance criteria,” that are important so that we can convince a qualified manpower to apply for and accept a job in your firm. Knowing where your target is, After defining your target and their decision criteria, this step aims at helping you to get to where you are most likely to find the targeted talent, including best communication channels for effective recruitment messages. If the company do not identify where these targets are, you will experience a low probability of placing compelling information about the company and vacancies in a wrong place. (McGovern, Patrick.2000) Branding of employment, attracting various talents is the work of employment branding; the branding should be a science-driven discipline that attracts a consistent qualified talent interested in working for your organization. This step develops and deploys content about what makes one organization a desirable place to work. Understanding the target’s job search process, implementing a process designed in order to identify the best process that your intended audience uses once they begin to search for a job. The main objective is to understand how they search for a job, so that you can be able to use another approach to advertising which will be visible to them. For example, Deloitte Company learnt that talented targets often start job searches using Boolean search strings (Boxall et al, 2003). Job posting to active candidates, since active candidates are consistent in seeking job openings, it is not costly to make job postings visible, the objective is to write position postings and place them where it can be accessed by these active candidates. If this is not done correctly then the company will experience low turnout Providing additional information to the potential candidates this is where potential candidates have considered your firm but want may want some information before they start the actual application. The objective here is to make it easy these candidates to get positive information about the firm (Thornhill, and Saunders, 2004) Most of these candidates will visit company website for additional information. Smart candidate will get information about the company and what it is like to work in the firm. Job application process In this step, prospective candidates have been convinced to apply for the various vacancies available in the firm. The main objective is for a bigger percentage of the qualified candidates who visit the website to complete the application process. Sorting applications by job on receiving of applications, the objective is to ensure that the applications with the highest quality are sorted in relevance to the most appropriate jobs. The initial stage of screening of applications and resumes, applications are screened in this stage to see if they meet the minimum qualifications set by the firm for the job. The objective is to make sure that a higher percentage of qualified candidates make it to another level. The initial phone screen After screening resumes, the next step involves screening the applicant. The main goal of this step is to help gather additional information on the applicant qualifications which will help the process accurately determine the best candidate for the interview. Interviewing and selling qualified applicants the most qualified candidates advance to the next stage which is formal interviews and other assessment activities. The primary objective is to rank the candidates in order by level of desirability, putting in mind the level of experience of each candidate. The final interview In this stage we confirm initial desirability ranking and also set expectations among those most likely to receive an offer. Reference checking process with the vetting process and expectations for the job set, the next stage is validation the team by using references. The idea is to gather extra information on the final candidate and ensure the information provided is genuine. The process of offering, in this stage the company puts an offer which is within its capacity and that which meets many of the candidates “job acceptance criteria”. The post-offer acceptance process — once accepted it is not a guarantee that the candidate will come for work. The main idea here is to keep these new recruits. This means that continuous communications with them will be Key in retaining them. New hire monitoring and feedback, the main goal of this step is assessing the performance of new hired personnel. We will use this information to validate whether recruiting process is producing quality hires. Significant improvement will be required where the process has led to poor performance of the new candidate. References Boxall, Peter F., and John Purcell. Strategy and human resource management. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan, 2003. Print. McGovern, Patrick. HRM, technical workers and the multinational corporation. Taylor & Francis e-Library ed. London: Routledge, 2002. Print. Pinnington, Ashly, and Tony Edwards. Introduction to human resource management. Oxford: Oxford University Press, 2000. Print. Thornhill, Adrian, Mark N. K. Saunders, and Denise Skinner. HRM and change. Bradford, England: Emerald Group Pub., 2004. Print. Tyson, S., and Alfred York. Essentials of HRM. 4th ed. Oxford: Butterworth-Heinemann, 2000. Print. Read More