It is essential for every organisation to understand the recruitment trends as by attracting the best talent, organisations will have an advantage over their competitors. When talent planning, organisations should promote a career opportunity, not a job opportunity as this gives a whole new outlook to any potential employee.
The CIPD defines talent as those individuals who can make a difference to organisational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential.
1.2 Identify and assess at least four factors that affect an organisation’s approach to attracting talent.
Supply and demand.
As people are living longer, the demand for skilled care workers is growing rapidly. It is therefore essential, to be able to attract the right candidates, to promote training when attracting talent, especially for those who are interested in a career change.
An organisation has to make sure that it has a good reputation to ensure that they stand out from their competitors. Offering training and a competitive remuneration package will ensure that the organisation attracts the right talent.
Restructuring and change.
A company that I previously worked for was overrun by Directors, with lower levels of staff being targeting to do the bulk of the workload. This created difficulties with communication as it was from Director to employee. A middle management team was introduced which improved communication and also employee retention as there was a ‘go to’ person for each team. Although the middle management team were not qualified to management level, employees were promoted from within and given the correct training to be able to carry out the new roles.
Any organisation should take into consideration the PESTLE factors and how the results could affect their talent planning. By understanding external environments, organisations can maximise the opportunities and minimise threats and also plan ahead for recruitment needs.
Private sector vs. Public sector.
Private sector companies may find it easier to resource talent as they do not have the same restrictions as public companies when it comes to wages, bonuses and benefits packages. Public sectors are increasingly using temporary employees to fill in gaps or support the existing workforce, which may not be a good idea when people are looking for job security.
Skilled staff vs. unskilled staff.
The process of sourcing skilled staff can be very time consuming and although could improve productivity in an organisation, they would expect a higher remuneration package based on their qualifications. Whereas, unskilled staff can be trained and moulded according to the requirements of an organisation and they are cheaper to employ as no technical ability is required.
1.1 Identify and explain at least three organisation benefits of attracting and retaining a diverse workforce. Imagine a workforce where everyone was the same? This would limit the range of skills, ideas and input within the workforce and also make recruiting a lot harder.
A diverse workforce is better able to solve problems and bring new ideas to the table. By gaining new ideas from employees, organisations are better able to come up with different solutions.
Wider mix of skills.
Not everyone knows how to do everything. Having a wide mix of skills in a workforce will help and organisation to cover all areas required. Where employees lack skills, an organisation can both identify and train existing employees to cover the skills required, therefore increasing motivation or recruit people to cover the needs.
Potential employees would be happier to work for an organisation that has a workforce consisting of people from different backgrounds and experiences. Having a diverse workforce also rules out discrimination as it shows that employees are hired regardless of their race, ethnicity or gender.
1.3 Three factors that affect an organisation’s approach to recruitment and selection.
It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.
Recruitment can be a very costly exercise, especially if not done correctly. It is therefore important to have a recruitment plan in place. A company has
to first identify if it wants to promote from within or recruit externally. Does the company want to take on the recruitment procedure itself or use an employment agency? Ensuring that the correct message is put across can eliminate the need for second interviews as the criteria would have been specified in the requirements.
Supply and demand.
There is a large supply and demand for employees in the care sector. Being able to anticipate the need for staff plays a large part in how a company approaches recruitment. To attract new talent, an organisation may decide to include training as part of the induction process or alternatively, may seek to recruit from European countries to meet the high demand of staff required.
2.1 Identify the benefits of three different recruitment methods.
Advertising is the most popular way of recruiting. It is therefore important that a company puts the right message across when attracting candidates as any misleading information could attract people that do not have the skills required.
Even though agencies can save an organisation a lot of time, they can be very costly. As long as the requirements are clearly communicated, agencies will carry out the entire process from the initial advertising stages, to the final interview stages.
If an organisation has a diverse workforce, they may have the opportunity to promote from within. This will save a lot of time and money as there will be no need for the induction phase for a new employee and an internal employee would already know the systems and how the organisation works.
2.2 Identify the benefits of three different selection methods.
An interview is beneficial for both employer and potential employee. A potential employee can get to meet the people within the team and assess whether they would like to work for that organisation. An employer can see if that person would fit well within their team by assessing that they meet the criteria required for the role.
Psychometric testing gives the organisation an opportunity to understand a potential candidate’s personality and skills, therefore ensuring that they are right for the organisation.
Assessments centres project an organisation’s fair and objective approach to recruitment and will enable the organisation to assess potential candidates. It also gives candidates the opportunity to demonstrate their skills and abilities. Throughout the whole recruitment and selection process, it is of vital importance that an organisation can demonstrate that it has acted fairly and legally. Although there are no specific laws relating to the retention of recruitment and selection, the CIPD recommends that such records are kept for a minimum of six months.
4.1 Three purposes of inductions and how they benefit individuals and organisations.
A good induction process can give employees a good first impression of an organisation and also give them an overview of the culture of the organisation. It is a way of welcoming a new team member gradually instead of throwing them in at the deep end. A good induction will eliminate potential grievances as the employee would have a good understanding of how the organisation works and what is expected of them. When an induction is carried out correctly, it can increase productivity and reduce employee turnover.
4.2 Induction plan.
See Appendix 1.
Resourcing talent can be costly for any organisation, especially if the correct needs are not identified and projected from the initial stages and throughout the whole recruitment process. Identifying the specific needs of a job role, and having a good induction process, can save on time and money and also ensure that a fair process has been carried out.
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