HUMAN RESOURCE

Recruitment Process and Induction Programme for “Colours R US”



Executive Summary

The report is aimed at covering the various topics for “Colours R Us” (CRU) for retention in all areas of its business. CRU hired the consulting company “Right People- Right Place” to write a report for Board of CRU. The report discusses a new process for recruiting and selecting the new employees for the “Magnificent Miniatures” line. It includes an Induction Programme for new employees on the “Magnificent Miniatures” line. Additionally, it shows how the line managers will be involved in the recruitment and selection process, and the induction programme for “Magnificent Miniatures”. The report also highlights why features of the recruitment, selection and induction for “Magnificent Miniatures” are expected to have a positive impact on retention. It has a process for recruiting and selecting the new employees for the “Magnificent Miniatures” line.

Recruitment Process and Induction Programme for “Colours R US”

Introduction

Recruiting the right person will depend on the organization's growth, profits and the value of its profile in the market or industry. All these factors will be looked before recruiting 30 new Staff for “Magnificent Miniatures”. “The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner” (University of Leicester, 1998, pp.01). The Recruitment Process is an expensive activity of an organisation and can cost from £4,333 to £7,750 to recruit per employee; therefore, getting it right in the first go is essential for “Colours R Us” (staffshare, 2002)

Discussion

Recruitment Process

The following recruitment process has been created to recruit 30 new staff members for “Magnificent Miniatures” in “Colours R Us” (Infobase Limited, 2007):

Job Analysis > Job Description and Job Specification > Advertising Vacancy > Short- Listing > Arrange and Conduct Interview > Decision making

Job Analysis

This procedure will be carried out to identify the roles and requirements of the 30 new vacancies for “Magnificent Miniatures”. Job analysis “…is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job”(Heathfield, 2005).

Job Description and Job Specification

Job description is the explanation of the job for the applicant. He or she will get to know exactly what their role will be in the organisation. This includes the duties and responsibilities, which highlight the most important contributions and outcomes needed from a position. It will inform the applicant of the required qualifications of candidates, and reporting relationship and co-workers of a particular job (Heathfield, 2005). The job specification provides greater knowledge to applicant about the vacancy and what the job involves. “A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job” (Heathfield, 2005)(Heathfield, 2005, pp. 01).

Advertising Vacancy

The next part is crucial to the recruitment process as advertising is the first contact the organisation has with their potential applicants. They must advertise in the right websites and newspapers in order to capture a wide range of applicants' ...