Tag Archives: Recruitment
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.
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.
Companies often complain about the unrealistic expectations of millennial workers, but heeding their call to action can improve the work environment for everyone.
The writers of this McKinsey report believe that it's time for leaders of organisations to stop debating the millennial problem, hoping that this supposedly exotic flock of sheep will get with the program.
Instead, they should see how questions and challenges from their youngest employees can spark action to help their companies change for the better.
Assessment Centres are designed to help organisations select the best candidates for roles by testing their suitability using a variety of exercises and activities.
The following gives you an overview of what to expect when asked to attend an assessment centre and some advice on how to prepare.
Assessment centres can be used to recruit for any position but are most commonly used for graduate, management and skill-based roles, e.g. driving, writing, machine operating, etc. Regardless of the actual position being filled, the aim is to assess the candidate’s ability to do a job and/or their potential to develop abilities.
The number of candidates attending and the duration of the assessment centre can vary. Some last a few hours and involve a small, select group of people, whereas others can last several days and assess large numbers of applicants.
Paul Bridle interviews Alexander Petsch, Managing Director of Spring Messe AG about the importance of people in business.
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.
In Figure 1, experience is given the most attention (i.e. Does this applicant’s experience and qualifications indicate that they will be able to undertake this role successfully?). Some attention is paid to values, but it tends to be focused on ensuring that no obviously negative values are demonstrated (i.e. Was the applicant rude to the receptionist? Did they misinterpret one of our strategic objectives?) as opposed to actively trying to identify a set of particularly desirable values (i.e. Did they demonstrate commitment to our corporate message?
Do they keep up-to-date on the issues that our organisation cares about?)
Please note - the website Bridle in Focus mentioned by Paul is no longer operational