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| Recruitment and Selection |
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Successful recruitment depends on finding people with the necessary skills, expertise and qualifications to deliver organisational objectives and who have the ability to make a positive contribution to the values and aims of the organisation.
Thus, the elements that form our recruitment policy are:
· job profile/person specification
· recruitment advertising
· discrimination pitfalls
· selection techniques
· interviews
· references
· documentation
· training and validation
· confidentiality
· job analysis
· equal opportunities
Head Hunting Nowadays, most of the organisations try to fill in their vacant positions throughout the traditional way – interviews, and usually without any success. In addition, sometimes, due to unfortunate circumstances companies are left with a key position vacant which needs filling quickly. With headhunting, we get more than we can possibly ask for, both in terms of service provision and candidate quality.
For this reason, HRm Consultants follows an up to dated and innovative recruitment method when seeking for an individual who satisfies the strict criteria needed for the vacant position.
The procedure we follow is: · we analyse our client’s organisation culture,
· we research the market environment,
· we target a number of high profile candidates for the position
· we follow extensive enquiries and interviews,
· we intensively screen the candidates who meet the criteria,
· we identify the most suitable candidates and put forward for interview with our client.
· if the candidate is suitable for the position and accepted by our client, then we make him/her an offer of employment.
Mystery Shopping
Mystery shopping programs help businesses in measuring, analyzing and managing their customer service quality.
We help our clients measure and consolitate their customer satisfaction rating through the activities of our mystery shoppers. Our mystery quality team follows our clients' brands throughout their life, improving their level of service quality, their brand image and safeguards their companies' status.
Our mystery shoppers assess:
· the appearance of the outlet,
· the personnel,
· the welcome,
· the till procedure,
· customer service,
· the welcome extended by telephone
We also make mystery calls which aim to assess: · response times,
· welcome,
· commercial speech,
· ability to provide information
Selection Selection is the ultimate stage of the recruitment procedure, where the person for filling the specific job will be determined. The detailed examination of the applicant’s past behaviour such as his/her performance in previous jobs, how he/her took advantage his/her opportunities in life and how he/her overcome any handicaps turned up, play a major and valuable role in the selection procedure.
The abilities and competencies of the potential employees will be assessed through a variety of methods. Usually a combination of these methods is used by the organisations depending on the type of job to be filled and the budget available for recruitment.
Assessment Centres, role plays and team exercises:
Assessment centres involve assembling in one place several candidates who are applying for the same position and putting them through a variety of different tests. Their aim is to observe and assess candidate’s actual behaviour, actions and reactions in a job-related situation. The individual may also be required to make presentations and to take part in role-plays or team events. These methods have a good predictive ability and they appear to be liked by candidates too.
Our company uses Assessment Centres, which assist the whole process by giving candidates experience of a microcosm of the job while testing them on work-related activities as individuals and in groups. Through this selection method, we have an opportunity to assess their existing as well as their future job performance. The design of our assessment centres reflects:
1. the ethos of our company
2. the actual skills required to carry out the job
3. potential sources of recruits
4. our HR strategy
Psychometric Tests
Psychometric tests - personality and ability – are usually used in support of many HR initiatives and processes and aim to quantify three key aspects of individual differences: ability, personality, and motivation.
Our company has the tendency to use these tests in combination with other selection methods (rather than in isolation) because despite of their high validity, these tests will possibly lead to discrimination.
Practical Tests
If the job offered involves practical skills, then the organisations may test for the specific abilities before or at the time of the interview. In our company, for example, if a candidate has applied for an administrative position he/she will probably be asked to undertake a practical test such as typing.
Induction
High labour turnover often occurs in the first 6-12 months of employment and is a waste of resources for any business. Induction training is viewed by many as an important ingredient inreducing turnover, by demonstrating to the employee that they are valuable to the business.
Designing an appropriate and cost-effective induction programme is a complex task. The programme has to find a balance between providing all the information new employees need without overwhelming or diverting them from integrating into the team. Hence, our Induction Checklist includes the basic areas needed to be covered on the first days and weeks turning out as an essential guide in providing an organised introduction to work.
The basic elements of our induction policy are:
· organisation information (background and structure, departments, physical layout)
· terms and conditions (hours of work, holidays)
· financial (pay, bonuses, overtime, pensions)
· culture and values (communication)
· rules and procedures (data protection, email and internet usage, equal opportunities, use of mobile phones)
· health and safety (smoking, environmental aspects)
· training
· benefits and facilities (alcohol and drugs, employee assistance programmes)
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