Mind map
Recruitment
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Recruitment
Starts when a position opens due to retirement or leaving for another job. At this point you will have to decide whether the the position needs filled. Can the work be delegated? Or does the position need to be filled?
- Decide needs to be filled - RAR recruitment authority request to the partners of the company giving info of position, salary , hours and experience/qualification needed. May need to write a report to give justifications. Will need to be signed and dated by the OM and the director if authorizing to recruit.
- Documentation need - Job analysis - update/create the task breakdown of the job by asking the person who already carries out the job what they do or by observing the person carrying out the job this is used for the job advert and the job description. job description duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. A job description usually forms the basis of job specification. Person specification is the skills that an applicant must have in order to complete the tasks of a position, can outline the educational requirements, training experience as well as more personal qualifications that a candidate must possess. .
- Decide where to advertise internal/external or both. Internal such as intranet, newsletter, notice boards. External - job centers, recruitment agency, local colleges.
- Designing the advert, should use clear language and give the information to the candidate such as salary, hours, position, qualifications and a general description of the duties and how to apply for the job by closing date. Advert will be created using AIDA (Attractive, Interesting, Desire, Apply)
- Advert placement, where should the advert be placed?
- Designing the advert, should use clear language and give the information to the candidate such as salary, hours, position, qualifications and a general description of the duties and how to apply for the job by closing date. Advert will be created using AIDA (Attractive, Interesting, Desire, Apply)
- Decide where to advertise internal/external or both. Internal such as intranet, newsletter, notice boards. External - job centers, recruitment agency, local colleges.
- Documentation need - Job analysis - update/create the task breakdown of the job by asking the person who already carries out the job what they do or by observing the person carrying out the job this is used for the job advert and the job description. job description duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. A job description usually forms the basis of job specification. Person specification is the skills that an applicant must have in order to complete the tasks of a position, can outline the educational requirements, training experience as well as more personal qualifications that a candidate must possess. .
- Not recruiting - can work be broken down & delegated between staff? Are there any staff that are part time and wish to have some more hours?
- Decide needs to be filled - RAR recruitment authority request to the partners of the company giving info of position, salary , hours and experience/qualification needed. May need to write a report to give justifications. Will need to be signed and dated by the OM and the director if authorizing to recruit.
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- Mind Map on Recruitment, created by gbabe83 on 23/02/2015.
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- gbabe83
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