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
Handling Applications and Managing the Response
There has to be a mechanism in place for handling the response created by advertising the post. You need to:
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Pre-prepare any documentation you plan to send out. For example, in a printbased process this would usually include:
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job description
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person specification
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covering letter
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some information about your organization
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application form.
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Make sure you have the people in place to send out the information and deal with any queries which may arise from potential applicants
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Decide how you will acknowledge the applications as you receive them e.g. will you acknowledge each application as it arrives or will you wait and send either an invitation to interview or letter to inform that the application has been unsuccessful?
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Make sure you have a system in place for dealing with returned applications (e.g. who will collect them together? What will happen to them next?)
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Monitor the response so that you can evaluate the success of your chosen process. For example, by keeping a list of the applicants who requested information so that you know what percentage translated into actual applicants.
EQUAL OPPORTUNITIES MONITORING FORM
If your organization has an equal opportunities policy it's likely that an equal opportunities monitoring form will be sent out at this stage as an option for applicants to complete. Monitoring the background of job applicants serves a number of purposes:
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operational grounds as we saw in Section 1, diversity brings business benefits
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moral grounds to see if the equal opportunities...
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