Tag Archives: Process
Many leaders recognise the value of a SWOT analysis for their companies. Understanding a business' Strengths, Weaknesses, Opportunities and Threats gives leaders a new perspective on what the organisation does well, where its challenges lie and which avenues to pursue.
However, few people realise that a personal SWOT analysis can do the same for an individual in pursuit of his or her career goals.
The SWOT analysis was first devised as a business tool in the 1960s by business icons Edmund P. Learned, C. Roland Christensen, Kenneth Andrews and William D. Guth.
In 1982, Heinz Weihrich took it one step further, constructing a 2-by-2 matrix to plot out the answers to the four key questions for easy comparison. Strengths and Weaknesses were across the top, and Opportunities and Threats in the bottom row. This remains the most common and effective way to conduct the analysis.
It is vital that when recruiting new members of staff you follow an agreed process that meets all current legal requirements.
This example Recruitment & Selection Policy needs to be viewed alongside any current employment law and your own internal policies and procedures.
To download this resource: Click Here
Most employers fully appreciate that the success of an organisation can hinge on its staff.
But, finding and keeping the right number of employees with the necessary abilities and attitudes requires skills which can sometimes be undervalued, overlooked or simply rushed.
This guide, produced by ACAS, is aimed at employers looking to handle recruitment themselves - whether they are the owner of a small firm, the head of a department in a larger organisation, part of a human resources team, or a line manager/supervisor.
It will also help no matter if the involvement is in some or all of the recruitment process.
To download this guide, click on the following link: ACAS Recruiting Staff
Paul Bridle interviews Alexander Petsch, Managing Director of Spring Messe AG about the importance of people in business.
The Nationwide Building Society used candidate and new hire feedback to identify areas for improvement and investment.
Nationwide is designing a new recruitment plan to improve the experience candidates face during its job application process.
The building society sought feedback about its entire application management process from more than 1,000 candidates who applied for jobs with Nationwide over a six-week period during November and December 2016. It also involved recently recruited members of staff and hiring managers.
Candidates expressed their preferences on how the application process should run. This included being able to quickly and accurately access information about Nationwide, receive personalised feedback from hiring managers, and interact with a person during the process rather than receiving automated messages via digital channels.
Nationwide aims to use this feedback to help determine areas of investment for a technology ‘roadmap’.
More and more organisations talk about the importance of their 'values' - yet few thing about these when recruiting new members of staff.
‘Values-Based Recruitment’ is essentially a means of assessing to what extent an individual’s approach, attitudes and motives align with the demands of the job, the values of the business and the culture of the working environment.
More enlightened organisations would argue that attending to these factors as part of their selection process has always been important to them. Although they might not have called it ‘Values-Based Recruitment,’ these organisations explore a 'values match' during their selection processes in some way or another, even if it’s not in a very deliberate or systematic way.
Take the first two diagrams below which convey two typical approaches to recruitment.
Having a code of conduct in your workplace provides employees with clear standards and expectations of how to do their job.
A code of conduct states the rules, values, ethical principles and vision for your business.
It's important for employees to understand and agree to your code of conduct, as their compliance with the code helps to build your business's reputation.
Your code of conduct should be followed whenever employees are working for or representing your business. This includes when they are:
- performing work in the workplace
- taking business trips
- attending work-related social events
- representing you or your business.
This guide explains how to develop, implement and review a code of conduct for your business.