Cipd Resourcing Talent free essay sample

The cost is not just for a new employees wage but for the advertisement and preparation behind the employment, including new computer and the equipment required for the role. The second factor which affects the recruitment process is the time scales involved in the initial advertising and recruitment of new staff. First of all a decision needs to be made by management of the applicant required and the role to be filled. Upon a decision a job description would be written and agreed and the role would then be advertised to the general public. Upon receipt of the application forms the line manager would shortlist appropriate candidates and interviews would be organised. After the interviews, letters would be sent to unsuccessful applicants and the appropriate candidate would be informed. The introduction procedure to the office and workstation and the companies requirements also need to be addressed by the line manager before the contract is signed. We will write a custom essay sample on Cipd Resourcing Talent or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Another factor affecting the approach of an organisation could be the location of the company or the place of work. If a company wasn’t in a central location or was out of town this could limit the number of applicants applying as public transport could be limited. Another factor when recruiting is the organisations policies and how they help aim to recruit apprentices and offer training and progression to mould them into the employee we require. One of the benefits of attracting and retaining a diverse workforce is to offer company incentives to employees. This could include the opportunity to progress within the organisation and to be offered training and courses which not only helps the company but can also help to further their own careers. Another reason for an employee to remain within the same company is the opportunity to accrue extra holiday entitlement. As the longer they stay within the company the more holidays they will receive for the coming year. Companies also offer smaller incentives including yearly bonuses for hitting targets, company cars for employees whom have to travel within the job role, also mobile phones and laptops to keep in contact when the job role entails working away from the office. When a company is ready to recruit, the main option is to use the local job centre which will advertise and explain the role to interested candidates. The job centre also has a website which on the positive side can be viewed nationally attracting a wider audience. The downside of the job centre is that they cater mainly for long term unemployed and aim to encourage them back into employment. Recommendations and in-house selection is another option which will cut time and cost for the organisation. An emailed advert could be sent to all employees with the details of the post available to attract a candidate whom already knows the policies and procedures of the company. The downside of this option is that often if more than one candidate is interested it can be seen to be favouritism on the part of the successful applicant leading to discord amongst the remaining staff. The other option is to offer extended hours to part time workers or the position could be shared to two part time employees, again training is not required and the costs are kept down. The downside is that if a job share is agreed there is no continuity and clients might see this as unprofessional as they would prefer to deal with the same employee throughout. The alternative option is to ask an agency to organise the recruitment, this means that no time is lost but can be very costly. Also if the agency doesn’t understand the company’s requirements the incorrect description could be published and the applicant could be undesirable. The selection process is dependent on the amount of application forms received and the quality of them. If the CV’s meet the criteria we would then shortlist further by inviting the candidates in for an aptitude test. When we have then narrowed these applicants down by the test of their ability we would invite them in for an interview. If we could still not make a decision from the interviews we could look at requesting references from their previous employers or offer a one-week trial period to confirm they were suitable for the job given. Also if the decision could not be made by their line manager we could invite them back for a second interview with the managing director. This report has leaded me to the conclusion that there are many factors to be considered when recruiting new staff and all aspects should be thoroughly reviewed. We hold all curriculum vitae’s for at least 6 months, these are held in a locked filing cabinet, with them split down to the position applied for and those that were short listed and those that weren’t. This is for our benefit so that if another position came available and we felt that an applicant could fill it we would contact them and make them aware that this was available. We hold the original application forms on all current staff, including next of kin forms, CRB checks, medical history, probationary documentation, driving license, qualifications including expired certificates, disciplinary records, attendance records, and personal bank details. All this information is held throughout the employee’s time with Stone Technical Services and six months after.