Recruitment

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[|Steve Jobs' Commencement Address]



Hire, Inspire, Admire, Retire He who hesitates is lost. (Proverb)

=Presentation =

The key to successful recruitment is to ensure that the criteria of suitability are overt and relevant to the job itself. Once these criteria are agreed and shared it is possible to make more rational decisions about someone's suitability for a job, based on evidence rather than ‘gut feeling’ or instinct. Effective recruitment and selection should not be about the luck of the draw. Systematic planning and preparation will increase the likelihood of taking on the right person. The key to effective recruitment is preparation: knowing the job and what is required of someone to perform it well. The costs of recruiting the wrong person can be significant. The cost of employing someone may be at least twice their salary when factors such as training, expenses and employer's contributions to their pension are added. The key of succes in recruitment is not only the suitability and the relevance of a job, but the capacity to teach a pearson to perform it perfectly //.// Incorrect assumptions about class, gender, ethnic group or physical ability, or any other type of discrimination, can cloud your objectivity in recruitment and selection. At worst this may contravene legislation that exists to protect individuals from discrimination. Other prejudices may be generated by particular organisational traditions regarding the ‘type of person’ considered suitable. However, it is important to ensure that the qualities of the successful applicant match what the organisation requires, perhaps in terms of being forward looking, customer focused or market orientated. It is easy to discriminate in the recruitment and selection process through personal responses and reactions to certain types of people. The recruiter's perception is often influenced by striking characteristics or similarities to themselves. This is called the ‘halo’ effect and can work in either a positive or negative direction (the latter is sometimes called the ‘horns’ effect). The halo effect acts as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter would be at an advantage, while a person not wearing a suit would not be management material. It is often the case that people judge more favourably those individuals with whom they have something in common. Ultimately, you are seeking the best person for the job and any discrimination, intentional or not, may prevent you from achieving that. One of the most important issue in recruitment is objectivity. The goal is to find a pearson who match with the organisation requires; that means any type of discrimination (class, gender, ethnic group) should not exist

(Source: OpenLearn, Effective Recruitment and Selection) A Job Description represents a list of general tasks, of functions, of responsibilities of a function.Usualy it may contain specifications, a list of competiencs, or skills neded by the pearson in the job. Also a job description can form the base of a job specification.(source: [|job description]). Click on this link to see how it looks a job description list [|job description list]
 * ==Job Description ==

‍‍‍‍‍‍‍‍‍‍‍‍‍‍‍A person specification is a profile of the ideal candidate for the job, it must contain skills,knowledge,aptitudes,experience,qualifications,education and training and also personal characteristics.
 * ==Person specification ==

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 * ==Recruitment sources and advertising ==

The Recruitment Sources in the recruitment process are the sources of candidates. Generally, the HRM Function recognizes two main sources of candidates for the job positions: //internal// and //external// sources of candidates.[|Recruitment sources] Recruitment advertising, also known as Recruitment Communications and Recruitment Agency, includes all communications used by an organization to attract talent to work within it.[|Recruitment advertising]

Equal Employment Opportunity provides equal employment opportunities to all persons.This means no discrimination because of race, color,religion, sex, national origin, age, disability, or sexual orientation in any aspect of a person’s employment or eligibility for employment.(source: [|cdc.gov] To learn more about EEO click the link below: [|EEO is the law]
 * ==Equal Employment Opportunity ==

=‍‍‍‍‍‍‍‍‍‍‍‍‍‍‍Current Issues ‍‍‍‍‍‍‍‍‍‍‍‍‍‍‍ = Nowadays, companies are struggling more and more with aging workforce and less-loyal employees. Also globalization caused new challenges in hiring, trainig, retainig. on the link below is presented an unique interview with Anna Minto and Chuck Scullion, both parteners on Boston Consulting Group and leaders of the firms organization practice in United States. They have study 83 countries and more than 4700 executives and the study is about the struggle to measure the employeers programs and activities to improve theyr preformance and the level of engagement. [|HR challenges] source: [|www.businessweek.com] source: [|HR trends]
 * On the link below is presented a few strategies used in HR tohire the best candidate and obviosly to improve the performances of the companies and also to. You will read about strategies like: //Outsourcing, Poaching/Raiding or e-Recruitement//

The video presents Janet Walsh, President of Birchtree Organization, Atlanta. The target of this organization is to help companies to incrase theit financial performance using human resources. media type="custom" key="15577266" width="70" height="70"

= Practice Useful Language =


 * ==Vocabulary ==
 * **Introduction**: The first step in looking for a career is to do some research on your competencies. Following is a list of 10 core competencies for the job market:**<span style="font-family: Georgia,serif;">adaptability, commitment, creativity, motivation, foresight, independence, leadership, emotional stability, analytical reasoning, communication skills **
 * <span style="font-family: Georgia,serif;">**Activity**: Go through the following handout to develop your vocabulary: <span style="background-color: #d0ff00; color: #000000; font-family: Georgia,serif;"> **<span class="wiki_link_ext">[[file:eaphumanresources/Are You ready for the Job Market.doc|Are You ready for the Job Market.doc]] ** <span style="font-family: Georgia,serif;"> Then, you may click on this Quiz to check your understanding and memory.
 * (Adapted from** : [|English for Professional Communication])
 * <span style="font-family: Georgia,serif;">**Practice Specialist Words**: Download the handout and do the exercises on vocabulary. Handout for [[file:eaphumanresources/Unit 1- Recruitment.docx|Unit 1- Recruitment.docxe your vocabulary with this > ]]

<span style="font-family: Georgia,serif;">Download it and get into the habit of studying it on a regular basis.
 * <span style="font-family: Georgia,serif;">**Practice Regularly:** In the following document you have access to the most frequent words and word families of the English language.

<span style="font-family: Georgia,serif;">media type="custom" key="13399328"
 * <span style="font-family: Georgia,serif;">**Watch and learn** from these tips on how you can expand your vocabulary

> Can we just have a word about…? > I’d like to be up to date on what’s happening. > So where/what are you planning to…? > Well, firstly I thought I would… > I’ll look into it (though). || **Making suggestions** > I suggest we… > In my opinion… > What do you think about…? > Actually, there is someone in company who… > Well, we should consider… || **Agreeing and disagreeing** > I agree./ I disagree. > I think so too. > You have got a point (there). > Yes, (that’s a) good idea. > (I’m) Not sure I agree with you there. ||
 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Language Functions ==
 * **Exchanging information**

Teacher will add weekly resources for learning basic grammar. <span style="font-family: Georgia,serif;">nnnnnnnnnnnnnnnnn <span style="font-family: Georgia,serif;">nnnnnnnnnnnnnnnnn
 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Grammar ==

=<span style="background-color: #bdd783; color: #008000; font-family: Verdana,Geneva,sans-serif;">Working with the Media =

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This video is about the people who work at CBC (Canadian Broadcasting Corporation) ,who they are,how they got there and includes all the details of what those people are supposed to do for the final result that we see on screen.

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Here is some advice for those who want to work in the media but are worried about the recession and it is explained every step one should make for get a job in this field.

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Nowadays, social media is a must and seems to be also the best & easy way to recruitment or to be recruited for new jobs. =<span style="background-color: #008aff; font-family: Verdana,Geneva,sans-serif;">Glossary =

Insert here basic vocabulary related to the topic. Make sure you use specialist definitions. As a follow-up, insert the respective (from within or outside of an [|organization]) for a [|job] vacancy, in a most timely and [|cost] [|effective] manner. ||  ||   || the [|sale] of [|commercial] [|products] or [|services]. ||  ||   ||
 * **English term** ||  || **Examples** || **Romanian Translation** ||
 * Recruitment || The [|process] of identifying and hiring the best-qualified [|candidate]
 * Advertising || The [|activity] or [|profession] of [|producing] [|information] for [|promoting]
 * Vacancy || an unoccupied position or office:a vacancy on the Supreme Court. ||  ||   ||

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=<span style="background-color: #bdd783; color: #000000; font-family: Verdana,Geneva,sans-serif;">References =

> 1. The open University, Learning Space, sub-page Effective recruitment and selection. Retrived from: www.openlearn.open.ac.uk > > **Ghidiu Cristina Annamaria** > <span style="font-family: Verdana,Geneva,sans-serif;">This video is an introduction to recruitment methods
 * Padurean Roxana
 * 2. Business&Management MSC, Job Description definition. Retrived from: [|www.businessdictionary.com]
 * 3. Marshall Goldsmith (July 8, 2008),Human resources:The big issue, Bloomberg Businessweek. Retrived from: [|www.businessweek.com]
 * 4. Scribd, (February 27, 2012) The latest trends and major HR challenges in recruitment. Retrived from: [|www.scribd.com]
 * Gita Loredana
 * 1.Recruitment Sources-HRM Advice (2008), Retrieved from []
 * 2.Recruitment advertising (August 2007), Retrieved from []
 * **Pasca Diana Larisa**
 * **1**.Defining the person specification,Retrieved from []
 * **2**.[|todmaffin]. ( 2006,August 9 ) . Working at the CBC--see also cbc.ca/jobs [Video file] . Retrieved from http://www.youtube.com/watch?v=zsVh9wjRIkU&feature=player_embedded
 * [|herecomesthebosscom]. ( 2009,March 3 ) .How to get a media job in the recession [Video file] .Retrieved from http://www.youtube.com/watch?v=P95YSr-7org&feature=player_embedded
 * [|forhirejobs]. ( 2011.September 1 ) . Using Social Media for Recruitment[Video file] . Retrieved from http://www.youtube.com/watch?feature=player_embedded&v=Kpo4sJ25BTM
 * HR Management: Recruiting Employees, posted byIUSoutheast on July 20, 2009 retrieved on June 08, 2012 from:[]This video show us how to recruit employees
 * LSBF ACCA F1: Introduction to Recruitment Methods, posted byLsbfACCA on August 18, 2010 retrieved on June 08, 2012 from:[].
 * HR- Profesie si pasiune, posted by Psiholog retrieved on June 7, 2012 from:[] source: [|profession]

What I Wish I Knew…. about the real world in college, posted by rblake on October 28, 2010, retrieved on June 08, 2012 from: [] On this wiki we shall use the APA citation style. There is an example for each below.
 * <span style="color: #ff0000; font-family: Georgia,serif;">Appropriate documentation is extremely important in all areas of scholarly work. Not only are there laws prohibiting unauthorized use of a borrowed source, but it is morally necessary to give credit where credit is due.
 * <span style="color: #ff0000; font-family: Georgia,serif;">When creating a wiki page, each source from which one gains information //must// be cited--and cited properly. Citation is required when summarizing, quoting, or paraphrasing a source. If unsure about whether or not citation is necessary, cite it anyway. It is better to over-cite rather than under-cite. Also, too, be careful about citing images. It is not sufficient to reference Google images as a source just because Google was used to locate the image. Instead, __go to the site that provides the image, and cite that.__
 * <span style="color: #ff0000; font-family: Georgia,serif;">Citation for the wiki pages should be treated in the same manner as though writing an English paper. Proper APA formatting involves in-text parenthetical citation as well as a reference section at the end of the page. Each source cited in the final "References" section should be listed alphabetically, too. In addition, when citing titles, italics are preferred to underlining. It is more aesthetically cohesive in a web document.
 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Books ==

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 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Journal Articles ==

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 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Electronic Sources ==

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<span style="background-color: #ffffff; color: #000000; display: block; text-align: left; text-decoration: none;">Definitions <span style="background-color: #ffffff; color: #003399; display: block; text-align: left; text-decoration: none;">[|http://www.businessdictionary.com/definition/recruitment.html#ixzz1pOsLR6Ym] =<span style="background-color: #bdd783; color: #ff0000; font-family: Verdana,Geneva,sans-serif;">Contributors =

Person specification (principal page) Organisation team || Gita Loredana || Current issues I create the contributors table Presentation (principal page) Organisation team || Padurean Roxana || Person specification (subpage) || Pasca Diana || References of Images and videos Job description (subpage) || Ghidiu Cristina ||
 * Team number || Name || Level || Contribution || Personal page ||
 * 4 || Gita Loredana || A2-B1 || Recruitement sources and advertising (sub-page)
 * 4 || Padurean Roxana || A2-B1 || Equal employment opportunity and Job description (principal page)
 * 5 || Lolos Dana || A2-B1 || Equal employement pooprtunity (sub-page) || Lolos Dana ||
 * 5 || Pasca Diana Larisa || A2-B1 || Working with the media topic
 * 5 || Ghidiu Cristina || A2-B1 || Language functions