Staff Recruitment and Selection Essay -- Business Management Studies

Staff Recruitment and SelectionIn this air division I will be explaining and discussing the organisations(Southgate college) procedures for recruiting and selecting staff andalso identifying theKey factors that extradite to be considered at every stage of this process.Procedures1. Job analysis is at that place a need for a vacancy? Either because(i) The nature of the railway line has changed, which could result in restructuring hence the availability of more than jobs.(ii) A somebody has left or been promoted, leaving an available space in their creator position 2. If there is a vacancy a job definition is complied(i) The task of the job(ii) The behaviour to achieve these tasksSo Southgate College will soak up to write a job description to show whatthe job is (i.e. Admissions Assistant) and what it involves. In thejob description there mustiness be a amount of tasks required and what willbe essential to do the job.3. Person stipulationCharacteristics and the qual ities needed of the somebody needed for thejob(i) Physical earn up what should the jobholder look and sound like, Gender or ethnicity, generally the law does not allow the employees to specify.(ii) Qualifications education, formal qualifications and experience(iii) Specific skills (iv) Hobbies and interests(v) ainity temperament(vi) Personal circumstances The reason for the person specification is to find out more about thecandidate and what the person is generally like. A personspecification trims out the qualities of an ideal candidate. 4. Job advertisement base on the applicators personalised profilePlus 1. Wages and salaries 5. Holidays2. Hours of work 6. Address telephone payoff 3. Perquisites 7. Closing date 4. Duties 8. Method of application occupation form Application form and c.v.Letter of application and c.v.5. Drawing up a unforesightful list for interviewThe short list consists of 4-5 people who best explosion the personspecification and the job description. There may be differences inage, experience, and qualifications.6. Selection interviews(i) Structuring the interview depends on the nature of the job, size of the organisation.As Southgate College is a big organisation, interviews are conductedby a panelPersonal ships officerHead of departm... ...sight before actually applying for the job. The informationwritten in these triad documents are very important because in all thedocuments the information must be written accurately and also notmisleading for the applicator e.g. the duties involved in the job. Theinformation must be high role for the applicant to be able tounderstand what is written and also to make sure the person knows whateach document is telling them for example the applicant can not read adocument which tells him a set of duties to do but the other documentsays something completely different. There is devil ways of testing the applicant1. Informal method- this way of testing is based on an int erview were questions are asked Through this method the employer will be able to find out what the person has to offer and what kind person he is on terms of e.g. appearance, attitude, body language.2. Psychometric tests- this tests the persons personality it will show the interviewers what the person is like generally. The questions must be checked before they can be asked the reason for this is to remove horrid questions and also to remove social, racial or sex bias.