see below

CVs:

The advantage of the CV applications is that they usually give candidates an opportunity of selling themselves in a ways that best suits them and they do not have different forms of restrictions of fitting their information into boxes as how many application form appear. However, CVs usually make it possible for interested candidate to include many irrelevant materials that may make them in assessing consistently.

Application forms:

The use of application forms encourages the presentation of information in a format that is consistent. It therefore makes it simpler for collection of information from the job applicants in a manner that is systematic as well as assessing objectively the suitability of candidates for the job. Application form designs are also vital under the act 1995, which is the disability discrimination act. This act provides that application forms should be available in different formats.

Step 5 – Selection of candidates:

Selection of candidates shall involve two different processes. The processes include shortlisting and assessing the applicants in order to decide the candidate that should be given the job offer (Clarke, 2006).

The shortlisting process shall involve slimming down of the total number of applicants to a list that is shorter that may enable a more detailed analysis of the applications sent. Different criterion may be used in the sliming process in order to make the process fair to all the candidates.

For the assessment, a range of methods may be used in assessing the candidates. The methods may vary in their dependability as performance predictors in the job as well as expense and ease to the administration. The typical assessments methods include competency based interview, general interview, role play, presentation, and in tray exercise.

Step 6 – making appointments:

Before the university can make any employment offer, it has the responsibility to check that all the applicants are eligible to work within the country.

Contract:

The university should provide the offer of employment in writing at all times. However, the university should always be aware that any oral offer made during the interview is legally binding.

References:

The recruitment policies will clearly state how the references shall be used and the kind of references that will be necessary.

Medical examinations:

The university will expect different candidate to complete a health questionnaire since good health is quite relevant to the job. All particular mental or physical requirements should be clearly made in job advertisements and recruitment literature.

Step 7 – the induction process:

This is a critical part during the recruitment process. The induction plan is supposed to include the orientation, safety and health information, details of the history of the organization, its services and products, as well as its values and cultures, explanations of the organization’s terms and conditions, and a clear outline of requirements.

Improved recruitment process may be tied increased disciplinary actions. An organization may incorporate its discipline action in its recruitment process. For example, the university may incorporate its disciplinary actions in its recruitment process through stating its ethics and the discipline expected from all employees. The disciplinary action should be clearly states together with the consequences of violating the set ethical standards. Through stating the disciplinary actions in its recruiting process, candidates willing to work within the university understand how they should behave when they are applying to fill the vacancies that have been advertised. Through understanding these disciplinary actions, new recruits join the organization understanding how to handle themselves and how to behave at all times. They understand the consequences of violating the set standards. Organizations should incorporate disciplinary actions in their recruitment process in order to improve the behavior of employees and new recruits in their organizations. Discipline is the key to any organization’s success and should be implemented from the recruitment stage.

Organizations may have the best technology as well as the best physical resource. However, if the organization does not have quality personnel and the right people it may struggle to achieve its targeted results (Cook, 2002). All businesses and organization require competent employees in order to attain their projected plans. In addition to competent employees, organizations should have quality technology and machinery to assist the employees to achieve the organizations goals. In order to have competent employees, a quality recruitment process is vital. Quality recruitment processes has different pros and at other instance cons.

Pros and cons of using a good recruitment process:

A good recruitment helps organization in employing competent employees who have a high retention rate and improving the disciplinary actions. Organizations that employ competent and well trained employees encourage quality performance within the organization. In addition, organizations that use quality recruitment processes tend to satisfy its recruits, making them loyal to the organization. The relationship between an employee and an organization usually begins from the recruitment. Using a quality recruitment process improves this relationship, which makes it possible for the employees to serve the organization on a long term basis and have quality discipline. Good employees tend to have a better and higher retention rate.

Good recruitment process encourages organizations to hire performing employees (Yeung, 2008). Performing employees usually provide services to clients, which generates a higher client satisfaction rate and have quality discipline. A good recruitment process usually ensures that an organization recruits the best candidates in the markets. Candidates who are competent in their work ensure that clients are satisfied at all times. This in turn improves the ability of the organization to improve its income and become competitive within the markets it operates. A good recruitment process ensures hiring of capable employees.

A good recruitment process usually encourage hiring of competent employees who are confident and have the ability of coping with multiple tasks and are able to adapt faster to new roles and have quality discipline. Competent employees have the ability to learn quickly they make it possible for the organization to avoid wasting time in employee education. Competent employees adjust to new role easily and are able to complete different tasks at the same time. In addition, competent employees do not require extensive training processes, which save the organization time and money. A good recruitment process usually encourages employment of capable employees who are confident and are able to multitask as well as adapt faster to new roles.

A good recruitment process encourages employment of capable employees who are able to work competently in a team and require less attention from the managing team and have quality discipline (Yeung, 2008). Once competent employees commence work they require fewer working hours and supervision. It benefits the employer to have competent employees since they work efficiently as a team. This encourages quality performance of the organization due to sharing of ideas when employees work as a team. In addition, the managing team spends less time in supervising the employees and spends more time in other managerial processes. For an organization to get competent employees who require less supervision, the organization requires a good recruitment process.

A good recruitment process leads to recruitment of high performing employees who are interested in self-development and ongoing learning. Competent employees tend to seek more information at all time and have quality discipline. They go to any extent to acquire more information that will develop their competency at the work place. When an employee is able to improve their knowledge, they are able to provide more information to an organization and in the long-term, the organization benefits from the self-development process. In order to employ employees who are interested in self-development as well as ongoing learning, an organization requires a good recruitment process.

A good recruitment process encourages employment of good employees who most likely have better and more ideas that may improve the work practices and productivity of the organization (Yeung, 2008). Employees who are competent in their work have great ideas and have quality discipline. These ideas may be well used an organization in improving its activities and competencies within the markets they operate. Quality ideas from employees may be used in improving the relationship between the organization and its consumers, which improves the general performance of the organization. Organizations require a good recruitment process as in order to employ employees who are competent in their duties and provide great ideas for an organization to incorporate in their business strategies.

A good recruitment process encouraged employment of employees who are able to develop and inspire other staff and have quality discipline. Employees who are competent play a major role in assisting one another in their work duties. They encourage and inspire one another to perform better at all times. In order for an organization to employ employees who are competent and are able to inspire one another, it requires a good recruitment process.

Good recruitment processes usually have many advantages. However, there are few disadvantages associated with good recruitment processes (Yeung, 2008). For example, an organization may require to extensive investment in the recruitment process, which may use a lot of money. Organizations may require using a lot of money in ensuring that their recruitment processes are of the best quality. Through organizations may use a lot of funds in the short-run in investing on their recruitment processes, the organizations benefit in the long run through employment of competent workers.

A recruitment process usually entails analyzing the different requirements for the job vacancy, attracting employees to the job, screening as well as selecting applicants, hiring the best candidate, and integrating the selected employee to the organization. The recruitment process usually determines the success rate of any organization. The better the recruitment process, the better the candidate selected, which translates to quality performance of the organization. Improved recruitment process may be tied to increased disciplinary actions. An organization may incorporate its discipline action in its recruitment process. For example, the university may incorporate its disciplinary actions in its recruitment process through stating its ethics and the discipline expected from all employees. The disciplinary action should be clearly states together with the consequences of violating the set ethical standards. Through stating the disciplinary actions in its recruiting process, candidates willing to work within the university understand how they should behave when they are applying to fill the vacancies that have been advertised. Quality recruitment processes has different pros and at other instance cons. For example, employment of quality employees through a good recruitment process leads to quality ideas for development purposes from employee, quality team work, and less supervision from the management. However, organizations have to invest a lot of money to have a good recruitment process.

References

Clarke, J., & Combat Poverty Agency. (2006). The staff recruitment process. Dublin: Combat Poverty Agency.

Cook, M. F., & American Management Association. (2002). The AMA handbook for employee recruitment and retention. New York: American Management Association.