Positive Recruitment and Retention CMIOLP
Featuring the latest management concepts and methodologies, this book explores the changing legal framework in which managers operate and the impact of technology in the work environment.
TABLE OF CONTENTS Positive Recruitment and Retention CMIOLP
Attracting Applicants
An initial decision has to be made over whether the vacancy will be advertised internally or externally.
ACTIVITY 16
What are the advantages of filling a vacancy internally?
FEEDBACK
The knowledge that it's common practice to fill vacancies internally:
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is motivating for existing employees as they know there is progression within the organization
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is often more reliable, you know the person
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tends to be cheaper.
However, recruiting internally may be missing an opportunity to increase diversity and bring fresh ideas into the organization. Some organization's have policies to always recruit externally.
PLACING AN ADVERT
The main aim of advertising a vacancy is to attract applicants who can meet the person specification; the emphasis has to be on quality rather than quantity. You don't want to waste time having to review application forms from people who wouldn't be able to do the job.
If your organization has a house-style for advertisements you must follow it, e.g. include correctly positioned logo. Many organizations also include an equal opportunities statement on advertisements.
Advertisements should include:
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job title
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location
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brief description of the job
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brief description of the organization
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indication of experience required
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instructions for reply and closing date it is good practice to include the date of any assessment centre.
Always make sure you proofread advertisements; mistakes can easily creep in. You also need to check that they don't contravene equal opportunities legislation.
The respondent, a firm of solicitors in Oxford,...
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