Sunday, 7 February 2010

Recruitment

Review on monster.co.uk website

The monster site is a job recruitment website which has easy access to different jobs available for different people depending on what they are looking for. The minute you access the website, it catches the viewers attention because soft colours are used within the website and the site itself is self explanatory. The navigation bar is placed at the top of the website and on there it has five selection buttons which leads to other pages on the website. The first button is the "home" button and this allows the users to go to the home page when they are on a different page within the website. The next button is the "Profile and CV" button and if you click on that button it leads the user to a page where they create their own profile and also upload their CV. This is an advantage for the users because if they apply for a job on the website, they don't have to send of their CV by post as they can just upload it on the website, and the employer of each business can get access to the CV. The "Profile and CV" page allows the user to create their own cover letter so they can make their CV stand out more and a lot of organisations today expect employees to create a cover letter so it will be easier for the employer to recruit people. To make it easier for the user to search for a job according to what they inspired to work as, the website has a section called "Career Goals" and this allows the users to write down any career goals they might have, and the website will help the user to find a job that matches their goals. On the "Jobs" page there is a small form called "introducing job search" and it makes the job search much easier for the users as it cuts the search down to the jobs they are interested in. This page also has a small section called "Latest jobs" and this allows the users to see all the latest jobs available. If the users is interested in any particular job that has been posted on the board, they can click on the job and get more information. The next button is "Career Tools" and if the users click on this button they can get any sort of advice of the career they would like to pursue. The career snapshot section provides information in more depth on different careers and all the skills and talent needed in order to do the job. It also gives the chance for people to talk with other people who have or already work for that particular organisation. There is also a section called Career benchmarking which compares the salaries of different careers and this could help the user on their final decision on which career to follow in the future. The last page is the "Advice" page and this will provide the user any help and advice they will need for the future. It also allows them to prepare for any future interviews they will get from their employer. The layout of the website is simple and organised as it contains drop down menus which allows the user to find the pages quickly. On the home page there are some advertisements placed from different companies and if the user is interested they could apply for the job by clicking on the link. This website is very useful for people because it will give them the opportunity to research in to as many careers as possible and then apply for the one which suits them the best. The website contains animations such as moving images and this will catch more people's attention. As the website has animations and different images, it doesn't make the site look boring (Monster 2010)

On-line recruitment

Online recruitment is when employers put up job advertisements and application forms on the Internet so a wider audience can get access to the advert. The adverts can be placed on job websites such as Monster.co.uk, or the prospects website and also general websites such as google, yahoo and many more.

A lot of organisation tend to recruit online as it has many advantages such as the following:
  1. Its is more affordable for the organisation as they don't have to spend there money on advertising on newspapers, shop windows, and many more. It will cost the organisation nothing if they have their own website as they are the one's who are running the website.

  2. Online recruitment is more quicker than putting the job adverts else where. If an organisation wants to put a job adverts in the newspaper, they have to discuss the matter with the company in charge of the newspaper and the ad might not be put in the paper straight away which could then make the recruiting process longer. Whereas if you do online recruitment it can be placed on the Internet immediately.

  3. If an organisation decides to do online recruitment, the ad will always be available for the viewers any time. Where as if they advertise it in the papers, the ad will only be available until the next issue is published which is always under a weeks time.

  4. Changes to the ad can be made quickly such as updating the advert. This also keeps the audience up to date and if the job role has been filled, the advert can be removed from the site so the viewers will know that the job is not available any more.

  5. As a lot of people have access to the Internet due to the change in technology, a lot of people will therefore have access to the job adverts placed on the websites. This is an advantage for the company because they will have a wider audience from all over the place.

(whatjobsite.com 2009)
However there are also some disadvantages of online recruitment such as the following:

  1. Even thought online recruitment provides all the information the candidates needs to know about the job role, some people still prefer to visit the organisation and get a real sense of how the working environment is rather than just emailing their CV's to the organisation (Recruitment.nauktihub.com 2007).

  2. Online recruitment could not always work as the wrong set of candidates tend to apply online who are not suited for the job. If half of the people who have been applying for the job online turn out to be the wrong set, it would be a waste of a time for the employer as he/she would have been interviewing people who are not really capable for the job (XMLuk.org 2008)

  3. Everyone does not have access to the Internet and therefore it could limit good candidates from finding out about the job vacancy.

  4. Even though the job advert might be created professionally to attract more applicant, the website which the ad has been published on could put off the audience. It could be that the website hasn't been designed professionally and therefore people might think that the organisation or business isn't professional either.

  5. Many people might not apply for the job that a certain organisation has advertised online due to the fact that many other businesses such as their competitors might have used the same recruiting method. If the other organisations online recruitment stands out more, the applicants are more likely to apply for that job.

(cipd 2010)

Recruitment campaign
Recruitment campaigns are designed by employers who are in the recruiting process. The campaigns are supposed to attract a numerous amount of candidates the minute they see the campaign, and it is supposed to encourage them to apply for the job in the right manner. I have come across many different recruiting campaigns but there is one particular campaign that stood out to me. On TV there is a recruiting campaign for anyone who would like to join the army. The campaign caught my attention straight away because it was very unique and it was the only recruiting campaign that I have seen on television. The reason why the campaign was successful was because the job was aimed for everyone and the job role itself could bring a good course for the whole country and therefore more people would be willing to apply for the job. Candidates can apply for the job when ever it suits them the best which means that the vacancies can never be filled as the army needs as many willing people to fight for our country. Due to the fact that the advert was published on national television meant that the job applies for everyone. The campaign was very short and brief, but in the limited time, they managed to include all the important information about the job role. In one of the campaigns they managed to put a personal video which was taken during a real war, and I think this was a really good idea because the viewers will have a feel of what it would be like to fight in the war. The campaign was not only published so they could attract people to come and join to fight in the war, but it was also published to let people know that they can apply for different careers within the army. The contact details and how to join the army was given at the end of the advert and it was left there for at least 10 seconds so people could get the chance to right down the contact details. The advert had an website address that viewers could go on if they wanted to get more information about joining the army and it also had more video's on army lives etc (Goarmy.com 2010). The campaign over all came out realistic and the words that was used within the advert were encouraging and persuasive.


Psychological Contract

According to my understanding of the psychological contract it means that two parties come to an agreement of the working conditions within the organisation. These two parties are normally the employer and the employee and it is important that the employer explains in full detail about the contract so the employee knows what their rights are within the organisation. When the both parties have agreed to the, contract they must both follow it as it is required by law. The psychological contract is explained to the employee during the recruiting process so the employee will have a better understanding of how the system works within the organisation. The contract is not written down on a piece of paper, but it is something that is expected to be followed by the two parities as discussed during the recruiting process.The psychological contract makes sure that the employees are aware of what they have to do within the organisation in order for them to receive their side of the deal by the employers. If the employer tells the employee how workers get promoted or rewarded at work, the new candidate will take the information in and then if they get the job they will try and follow the contract using all the methods given to them. If the employee has been working hard towards getting promoted according to the methods that the employer discussed during the process of recruitment and the employer ignores all the effort that the employee has put in, the contract will have been broken by the employer. So basically the contract is created by the employer during the recruitment process and depending on how well the employees take in the contract, they have the choice of making their final decision on whether they want to take on the job or not. The employer might try and make the contract sound good by saying that training will be provided every year or if employees attendance is 100%, they will get promoted. But in order for the employees to get motivated and continue to work hard and keep up the company's reputation, the employer must make sure that they take the psychological contract serious, otherwise employees might think of quitting the job which is too expensive for the organisation as they have to go through another recruiting process. In order for the employer to take the psychological contract serious, they must make sure that they stick to their words and not let the employees down. They must also be good communicators as well as listeners because that is what the employee would want. Employees want to get involved with the work as much as possible and therefore they will try and come up with ideas of how to improve certain things, and the manager must try and listen to their ideas as well as responding so the employees can be heard by the manager. Companies or organisations who take the psychological contract seriously will find that they will get a lot of benefit from the employees working for them and the reason for this is because if the manager gives up their time to focus on the employees and give all the help and training they need in order to success, the employees will give something in return which is to maintain the good reputation the organisation has (cipd 2010)

Conclusion
Over all recruiting is an important process for any organisation because during this process the HR department will have the responsibility of finding the right candidates for the job role. If they find the wrong set of employees for the job, it will be a waste of a time as well as money for the organisation. There are many different recruiting methods such as online recruiting, advertising in places such as news papers, job centers and shop windows. Online recruiting is a popular method as a lot of people have access to the Internet and therefore will have access to the ad online at any time and it will also be much quicker for them to apply online as the candidates would just have to submit their CV's on the site and even answer some questions about why they want to apply for the job etc. Some organisation produce recruitment campaigns when they want to attract a large amount of candidates in one go but it is only sometimes that the campaigns becomes a success.

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