加拿大作业代写：招聘阶段的细节

加拿大作业代写：招聘阶段的细节

招聘是一个非常关键的一部分业务。过程的主要目的是识别和吸引合适的候选人或潜在的雇员。招聘计划必须开发结合公司的总经理。当一个当前员工的决策起着重要的作用在招聘过程中,就容易找到一个合适的适合组织需要的。也参与信号申请人和当前员工组织给了招聘过程对其成功的重要性(菲费尔,1998)。

具体而言,至关重要的是确定组织的多样性需求和工作相关的问题。总经理需要敲定invite-interview-offer比率,例如,有多少申请者被邀请,有多少接受采访,有多少被给予临时提供。同时成本参与招聘的所有阶段必须确定。招聘的整个过程可以大致分为三个阶段:生成应用程序,维护申请人状态和影响职业选择(理发师,1998)。

规划完成后,申请人必须生成。理想的候选人一个人力资源经理的角色应具备良好的经验处理一组超过100人。满足组织的需要适当的招聘源可以是一个招聘机构或开源。一旦应用程序开始的组织应该提供信息包括组织背景,更好的了解工作的位置,描述应用程序的过程(毕捷&法官,1994)。然而,重要的是要小心提供恰当地把信息组织的申请者,因为当前的前景似乎并不完美的员工友好。候选人可能会决定追求进一步初始公司信息后或消除自己的过程。

加拿大作业代写：招聘阶段的细节

Recruitment is a very critical part of business. Primary purpose of the process is to identify and attract right candidates or potential employees. The recruitment plan must be developed in conjunction with the general manger of the company. When a current employee plays a major decision making role in the recruitment process, it becomes easier to find an appropriate match for organisational need. The involvement also signals to the applicant and current employees that the organization gives its recruitment process importance for its success (Pfeffer, 1998).

To be specific, it is essential to determine the needs and work diversity related issues of the organization. The general manager is required to finalise the invite-interview-offer ratio, for example, how many applicants to be invited, how many to be interviewed and how many to be given provisional offer. Simultaneously the cost involved with all the phases of recruitment has to be determined. The entire process of recruitment can be broadly categorised into three phases: generating applications, maintaining applicant status, and influencing job choice (Barber, 1998).

After completion of planning, applicants have to be generated. An ideal candidate for the role of a human resource manager should possess sound amount of experience with dealing a team of more than 100. The appropriate recruitment source which meets this organisation’s need can be either a recruitment agency or open sourcing. Once applications start coming in the organisation should provide information including organization background, better idea about the job position, and describe the application process (Bretz & Judge, 1994). However, it is important to be careful about providing aptly pitched information to the applicants because the current outlook of the organisation does not seem perfectly employee friendly. The candidates may decide to either pursue further after initial company information or eliminate themselves from the process.