Essays on A Short Report About "analysis Of A Vacant Position" Assignment

Download full paperFile format: .doc, available for editing

Outline Recruitment strategyInternal recruitment method Promotion, transfer and recommendation by relationsExternal recruitment approachJob centersJob advertisementsRecruitment agenciesPersonal recommendationsAnalysis of a vacant post of an administration officerLocation of the vacancyRoles of successful applicantQualifications for the jobSalary requirementApplication procedures i. e. detailed resume and copies of professional certificatesSelection strategyInterviewPersonality test and biographical inventoryWork sample testSelf assessment and assessment centreIntroduction Recruitment process is the backbone of Human Resource Department and is described as the procedure where qualified individuals are pooled together with an objective of obtaining person who fits well in a job opening.

A good recruitment strategy will indicate whether organizations will actualize their dreams and aspirations. Many organizations have adopted recruitment strategies in order to employ individuals who will earn the company substantial returns to their investment. It is important to note that a successful recruitment strategy calls for an excellent planning process where many qualified individuals are attracted to apply for the job in the organization. Internal recruitment methodRecruitment is usually conducted within an organization by means of promotions and transfer of present staff or through recommendations by existing staff members, acquaintances and relatives (Susan, 2006).

An advantage attached to internal method of recruitment is low cost and fast pace of recruitment exercise. In addition, people already know the organization and how it conducts its daily activities. With regard to motivating staff, internal advertisement through promotions, provides members an opportunity to exploit their skills positively. In the same vein, a business establishment seeking to conduct an internal advertisement, already knows the strengths and weakness of the potential candidate thus can draft a workable plan of action to improve staff. Nevertheless, internal method of recruitment limits the number of applicants since it will only select candidates from the present staff members.

New productive knowledge and skills cannot be obtained externally as the method covers on existing staff only. Competition for the same post in an internal advertisement may lead to conflict between staff members consequently pulling down productivity in a firm (McLean, 2006). After promoting a staff member to a new position, it is imperative that the new vacant position created is field immediately. This observation is a big contrast with external recruitment which seeks to seal a vacancy by deriving its candidates from outside world.

External recruitment methodIn the case of internal recruitment, jobs are advertised by placing notices on instruction manual and electronic bulletins boards, in company newsletters and memos. Nevertheless it does not always produce the caliber of individuals required for the jobs thus organizations favors conducting external recruitment. This is where information about a particular job is advertised on print or non-print media and applicants are invited to apply. Following advent of information technology, most job advertisements are done online (Wallace, 2000).

This criterion is contributed by a fact that electronic means of conveying information is fast and can reach a wide geographical cross-section. Furthermore, people have resorted to internet means of sourcing information. Moreover, public sectors emphasize on scrutiny therefore conduct both recruitment and selection in an open and transparent manner.

Download full paperFile format: .doc, available for editing
Contact Us