5UIN -Using Information in Human Resources center63776Evaluating Recruitment

5UIN

-Using Information in Human Resources

center63776Evaluating

Recruitment & Selection

0Evaluating

Recruitment & Selection

156514641599Ashlee Marshall – Submitted

020000Ashlee Marshall – Submitted

Executive Summary

Recruitment and Selection is an essential function in any organisation. This function helps an organisation to develop and be productive, as long as you hire the correct candidate.

The purpose of this report is to evaluate recruitment and selection processes by looking at primary data and highlighting any trends found within them.

The three articles that I am going to conduct the research from are:

Armstrong’s Handbook of Human Resource Management Practice

CIPD Resourcing and Talent Planning Survey 2017

CIPD Resourcing and Talent Planning Survey 2015

Armstrong’s Handbook focuses on Recruitment and Selection and the CIPD Resourcing and Talent Planning Surveys focus on Resourcing and Talent Planning.

In my conclusion, I have included recommendations that highlight, within any organisation what a cost effective and time effective recruitment and selection process can do.

Table of Contents

center213277Title Pagepg1Executive Summary pg2

Table of Contentspg3

Introduction pg4

Evaluating Recruitment & Selection pg5

Literature Reviewpg13

Conclusionpg14

Bibliography pg17

Appendicespg17

Title Pagepg1Executive Summary pg2

Table of Contentspg3

Introduction pg4

Evaluating Recruitment & Selection pg5

Literature Reviewpg13

Conclusionpg14

Bibliography pg17

Appendicespg17

Introduction

The thesis of this report is to evaluate recruitment and selection processes within organisations and to research processes and practices that are used or provided as a guidance. Recruitment and selection plays a massive part in the success of the growth, development and productivity of any organisation. The purpose of this research is to find out what would be a good recruitment and selection process, which is time effective and cost effective. By doing this study it will also provide guidance to organisations in managing their recruitment and selection processes, which will save money for the organisation and improve effectiveness. Having good working processes in place helps to retain employees too.

Whilst being employed in various working environments over the years, I have seen that each organisation has had a different or many processes for recruitment and selection and some organisations did not have any processes in place. Some of the processes I did see that were in place for their recruitment and selection process, I did not believe were the correct way to complete it.

To conduct this study, I will select three articles, which will be critically reviewed on existing knowledge of how to manage recruitment and selection to find best practice. The three articles that I have selected are:

Armstrong’s Handbook of Human Resource Management Practice

CIPD Resourcing and Talent Planning Survey 2017

CIPD Resourcing and Talent Planning Survey 2015

Research Aims and Objectives

To review processes in place for recruitment and selection, in the current organisation I work in and any future ones and identify any improvements that can be made to them.

To identify alternatives to the current process and associated costs

To identify various factors in the recruitment and selection that can help with employee turnover

To make recommendations to my current HR Manager and Stakeholders based on the findings

To ensure that any changes to policies and procedures comply with legislation and good practice

Evaluating Recruitment ; Selection

right1018540Recruitment is identifying when an organisation has a vacancy and needs to recruit somebody, up to the point of receiving application forms. Selection is from screening of the application forms received for the vacancy to onboarding of a suitable candidate, who has been offered the vacant position. 

Recruitment and Selection is an important process/ function for an organisation because it plays a massive part in the success of the growth, development and productivity of it. Establishing the right candidate is employed for the organisation is vital, as it can be very expensive and time consuming. In order to ensure that you are going to recruit the right candidate, it is essential that a reputable recruitment process is put in place. By having a reputable recruitment process in place, it can be time effective and cost effective. The 2015 CIPD Survey of Resourcing and Talent Planning found that the average recruitment cost for any organisation filling a vacancy for a Director or Senior Manager was £7,250, while for other employees it was £2,000.

According to Armstrong’s Handbook of Human Resource Management Practice requirements of a position should be defined in the form of role profiles and person specifications.

Role Profile – defines the overall purpose of the role, such as; reporting relationships, key result areas, information on terms and conditions (pay, benefits and hours of work); special requirements, learning and development and career opportunities. It also provides the basis for the person specification.

Person Specification – (also known as a job specification), defines the knowledges, skills and abilities (KSAs) required to carry out the role, types of behaviour expected, education, qualifications, training and experience, will also list specific demands, e.g. develop new markets, improve sales etc.

Once the requirements for the vacancy have been established, the next step would be to consider where or what is a good source to attract suitable candidates from. It is good to use sites like www.glassdoor.co.uk or www.indeed.co.uk where current or ex-employees provide their views on any organisations they have been employed by. You can also see things like an organisation’s reputation, pay rates, bonuses and benefits, working conditions, job security, job satisfaction, training and development, career progression etc. Organisation reviews can help organisations with their employee brand, which can assist with the advertisement of the organisation in helping to make them an employer you would want to work for. By an organisation being able to review what current or ex-employee’s views are on it, they can make any changes they feel would be beneficial to the organisation to make it a better working environment. Implementing changes for the better would also make their employee brand preferred and well known, making applicants more determined to apply for roles within that organisation.

The 2015 CIPD Survey of Resourcing and Talent Planning showed that the most effective methods for attracting applications for various level vacancies are:

left24765000

Compared to the 2017 CIPD Survey of Resourcing and Talent Planning, there is evidence of an increase in organisations believing that professional and social networking sites are more effective for candidates:

left57150

Consultants may not be used as much now due to organisations having target limited budgets to recruit per role.

When you have finalised the job analysis and person specification you can then look to find begin to source your applicants. All methods for attracting applicants can have advantages and disadvantages, so you would need to decide which is the most suitable method for the organisation. Below you can find from Randstad, who provide HR services and Armstrong’s Handbook of Human Resource Management Practice their views on some advantages and disadvantages of methods that are used to recruit. Randstad’s are:

left294860Online Job Boards & Websites:

center4167174Recruitment Agencies:

right231417Search Consultants (Headhunters):

right26892250Press Advertising:

Professional Referral Schemes:

center4980610According to the CIPD’s Resourcing and Talent Planning Survey 2015, when filling managerial roles professional referral schemes were rated more effective.

center2142435883962241830Universal Jobmatch:

Social Networks:

-9017013144500Online recruitment has risen over the years; LinkedIn and other professional networks have seen a substantial boost in the total of organisations who are using such sites for recruitment purposes. The Randstad Employer Brand Research revealed that 39% of candidates use social media to find their next job, with Facebook and LinkedIn being the two most-used networks.

center317776Recruitment Events:

Apprenticeships:

left22230240According to findings by Randstad; that recruitment costs have been lowered for 75% of employers by recruiting through apprenticeships. Thanks to government initiatives the increase of organisations offering apprenticeships rising. Services such as, Get In Go Far (https://www.getingofar.gov.uk/employers), measures to bump up the profile of apprenticeships amidst employers and young people. This is to show that organisations have an interest in training and developing their apprenticeships/ employees and this also creates an awareness of an organisations brand fit. In April 2017, the government’s Apprenticeship Levy came into power looking to create three million new apprentices by 2020.

Armstrong’s Handbook of Human Resource Management Practice advantages and disadvantages of methods that are used to recruit are:

It is always wise to check applicants’ CVs to see how frequently they have moved to different organisations. You do not want to employ workers who do not want to stay within the organisation for a good period of time as this would cause high employee turnover. This is where employees regularly depart and need to be replaced, causing an increase on costs for recruitment. This can also imply that there are management issues within the organisation. Not only is a high employee turnover expensive it can cause disruption to an organisation.

Literature Review

The authors of the 3 articles have chosen to write about recruitment and selection due to it being a crucial function in an organisation. Recruitment and selection is very costly too, especially if it is not done correctly and hiring an employee who is not suitable for the role or organisation could have bad implications and would be an additional cost to the organisation.

In the first article, Armstrong’s Handbook of Human Resource Management Practice it uses secondary data, quite regularly as it refers to primary data collected from other sources. I have found that some of the information it refers to is out of date, such as; CIPD’s Resourcing and Talent Planning Survey 2015 as they completed a survey in 2017. This means that any sources that are used in Armstrong’s Handbook of Human Resource Management Practice, would need to be checked for any new updated information, as this information may not be reliable due to their being an updated version.

The second article, CIPD’s Resourcing and Talent Planning Survey 2015, again, is not reliable due to being out of date, but it is good to use to see how over the last couple of years that trends have changed. It is also primary data that was sourced.

The third article, CIPD’s Resourcing and Talent Planning Survey 2017, is primary data and is the most up to date out of the three articles. This is a good article to use as it is fresh and you can find out what trends are used for recruitment and selection now.

Getting guidance from sources that have gained primary data is an excellent way of using them for processes within the organisation as it means that it has been done already.

Conclusion

After reviewing the three articles I believe I have highlighted that recruitment and selection is a vital function in an organisation. If it is not done correctly it can be very costly and take up a lot of time. My research was to show organisations, including my own organisation, that it is very important to have processes in place as they are cost effective and time effective, especially if the relevant research has been correctly done. It also shows that there is a consistent process in place, so you cannot be accused of being unfair. I also wanted to show that change can have a positive impact. In this particular study, the change that I feel is positive is the fact that the most effective way to recruit applicants is by using online websites, which are free, such as; LinkedIn, Facebook etc. By researching information, you can see what other organisations use as a guidance or as their actual process and tailor it to suit your business requirements.

The aims and objectives of my research were:

Research Aims and Objectives

To review processes in place for recruitment and selection, in the current organisation I work in and any future ones and identify any improvements that can be made to them.

To identify alternatives to the current process and associated costs

To identify various factors in the recruitment and selection that can help with employee turnover

To make recommendations to my current HR Manager and Stakeholders based on the findings

To ensure that any changes to policies and procedures comply with legislation and good practice

Based on the information I have found, I have made time with my current Line Manager to go through my findings and I have produced a recruitment and selection process, which I think will be ideal for my organisation. When I started in my organisation, they did not have a recruitment and selection process in place and they just went with whatever was completed at the time. It was also easier for me to do this as I did not have much knowledge or expertise in the Life Sciences environment. By completing the necessary research and having the relevant knowledge of the Life Sciences environment I work in, I was able to create an effective recruitment and selection process that complies with legislation and good practice.

My recommendation is for this recruitment and selection process to be put in place. I believe that this will not only show that I have done research to help the organisation but that I have looked at ways to save the business money and included a process in there that can also help internal candidates to progress with their own development within the organisation.

The implementation plan should give some indication of timescales and cost implications.

Rationale of the IssueThe issue of recruitment and selection is it is costly, can take up a lot of time and it can affect employee turnover. By managing recruitment and selection in the correct way you can discover how manageable it is to follow an effective process and how to ensure that it is done fairly for all applicants.It is important to ensure that you are selecting the right employee for the organisation, as organisations rely heavily on their employees to be fulfilling their roles.

Benefits to the organisationThe research that I am critically reviewing will bring benefits to any organisation, as they may have not had the time to delve into various articles to see what is a more cost effective and time effective recruitment and selection process. By providing detailed research for an organisation from primary data, it can add value to current HR processes in place, making them fair and more employee friendly, helping to retain employees. Retaining employees is important because the longer they stay within the organisation the more skills and knowledge of the business they acquire.

Ways to Retain Employees

By providing good employee benefits this can increase applicants wanting to apply for a role with an organisation. Some recommended benefits are:

Pay Incentives Pension Scheme

Health Insurance EAP Support

Partnership with gyms and health clubs In house training and development

Personal Development Plans Key Performance Indicator’s (KPI’s)

Flexible Working Hours Family Friendly Policies

Comfortable working environment Childcare Vouchers

Team lunches Bibliography

https://www.cipd.co.uk/Images/resourcing-talent-planning_2015_tcm18-11303.pdfhttps://www.cipd.co.uk/Images/resourcing-talent-planning_2017_tcm18-23747.pdf

Appendices

http://seekjobsmv.blogspot.com/2014/01/an-overview-of-recruitment-selection.html

https://www.randstad.co.uk/workpocket/finding-candidates/different-recruitment-methods-advantages-disadvantages/

Reflective Statement

Need to outline:

the significant personal learning achieved through conducting the study

any learning needs that have emerged and how they will be addressed

how you have dealt with difficulties or obstacles and whether these could have been avoided

what you might have done differently and why

how it has helped you understand the process of business research.

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