After going through such a lengthy task of recruiting the right person for the job, you will want to ensure that you keep this person for your organisation. Your new employee’s impression of the organisation will be made on how well they have been treated on their first day at the office. It is very important that someone inducts the new employee on their first day or within the first week. Well-planned induction enables new employees to become fully operational quickly and should be integrated with the recruitment process.
This approach also means that new employees can settle in and start contributing effectively to the organisation's business as soon possible. All new employees should know the organisation's aims, objectives, organisations policies and what is expected of them.
Therefore, it is still quite amazing how often employers can get this process wrong, either through neglect or ignorance. Even though everyone is aware how important and more importantly how expensive it is to recruit employees in our current market. The latest statistics show that to replace an existing member of staff it will cost you two and a half times the employee's salary. Therefore, it is important that the HR is involved in the entire recruitment and selection process.
Before recruiting for a new or existing position, it is important to invest time in gathering information about the nature of the job and conducting a job/work anaylsis of that role, asking the following questions:
Peer reviewers will separately evaluate the recruitment and retention plan to enhance diversity after the overall score has been determined. Reviewers will examine the strategies to be used in the recruitment and retention of individuals from underrepresented groups. The review panel’s evaluation will be included in an administrative note in the summary statement.
Describe in general terms the pool of potential candidates including information about the types of prior clinical and research training and career level required for the program. Do not name prospective Trainees. Describe plans to recruit candidates and explain how these plans will be implemented (see also section on Recruitment and Retention Plan to Enhance Diversity). Describe the criteria to be used for candidate evaluation in the selection of Trainees. Provide brief summaries of training plans that the program will employ. The application should contain a description of how training plans will be tailored to the needs of the prospective candidates, taking into account their past experiences and competences, and should distinguish the plan from fellowship training.
270/P&RD dated 24.02.2014 for inviting application for recruitment to the various post of Gram Panchayat & Panchayat Samiti and the written examination held on 24.08.2014 the list of successful candidates who are being selected for interview is published.
Who T- Mobile contact for Recruitment Processes
When it is time to recruit a new candidate, the T- Mobile Recruitment
Team are responsible for seeing this through.
Read the Google case presented on page 518 of Recruitment and Selection in Canada (2016). You have been hired by Google to evaluate its newly implemented selection system. Drawing upon this case and supplementing this by your own knowledge and research, write a memo to the management of Google that answers the following questions or completes the required tasks. The memo should be 1600-2200 words long. 1. What were the key R&S issues Google was attempting to address in its changes? What were the goals of the changes? 2. What criteria will you use to evaluate the system? What information will you need to make your evaluation? 3. What elements of the new system do you think will be effective in enabling Google to achieve its selection goals? Why? 4. What elements of the system need additional refinement? Why? 5. Are there any ethical, human rights, or privacy concerns with the changes that have been implemented? What do you recommend be done to address those concerns? 6. What other methods would you propose to enhance the new system? Why?
This is not a required component of a training program. However, if an Advisory Committee is intended, a plan must be provided for the appointment of an Advisory Committee to monitor progress. Composition, responsibilities, frequency of meetings, and other relevant information should be included. Describe the composition of the Advisory Committee, identifying the role and the desired expertise of members. A plan for Advisory Committee approval and selection of participants should be included. Describe how the Advisory Committee will function in providing oversight of the development, implementation, and evaluation of recruitment strategies, the recruitment and retention of candidates, and the evaluation of the overall effectiveness of the program. Note that Advisory Committee members should not be named in the application, particularly if they include individuals from outside the institution.
Reviewers will assess the information provided in this section of the application, including 1) the Select Agent(s) to be used in the proposed research, 2) the registration status of all entities where Select Agent(s) will be used, 3) the procedures that will be used to monitor possession use and transfer of Select Agent(s), and 4) plans for appropriate biosafety, biocontainment, and security of the Select Agent(s).
processes are carefully devised and carried out on the possible
candidates to help the organisation choose the best person possible to
do the job.
These answers will enable you to clarify the actual requirements of the job and how it fits into the rest of the organisation. It is recommended that you use the exit interview from current job holders to identify any gaps, problem areas or skills that are required for the new job holder to the employer's attention bring about effective change in that role. A systematic approach towards this will show that you are not just thinking about the content (such as the tasks) making up the job, but the job’s purpose, the outputs required by the job holder, what skills and aptitudes are required and how it fits into the organisation’s culture and structure.
Upon completing your job analysis for that role, you will be able to form the basis of your new or modified job description and person specification. After updating your job description and personal specification you will be able to start looking at methods of how to attract the right type of candidate for the role, managing the recruitment process. The entire recruitment and interview process must be conducted in a clear, fair, transparent and unbiased professional manner.