Recruitmnet and Procedures

Introduction

The aim of this essay is to indentify policies and procedure that could guide a manager in recruitment and selection within an organisation.

The University of Manchester recruitment and procedure

The aims and objectives of the University of Manchester is to be able to retain and attract employees of the highest calibre. The main objectives of this policies is to provide a framework and core principles with procedures that provide guidance on the key stage of recruitment and on selected post to facilitate the company's requirement.

Scope

The policy and procedure include all activities that outline measurement of recruitment and selection process which is related to all staff recruitment of staff group irrespective. However, in order for the policy and procedure to be effective it is imperative that employees that are in charge in any aspect of recruitment and selection process must be aware of those documents and adheres to it. In due course that will be the responsibility of senior management of the university with human resources.

The Core principles

• The University will look out for the best candidate with high calibre and ensure the candidate have the necessary requirement that will fit the post and the company.

• The recruitment and selection will be conducted in professional manners and compliance with current employment legislation. The University will ensure that recruitment and selection have appropriate training, development and support in order to meet these core principles. However, any member that is involve within recruitment and selection must be trained and comply the requirement policies and procedures. Also anyone who takes part in recruitment and selection activities must first attend the University of Equality Diversity Training Course.

• The recruitment and selection is the key of enhance the University's reputation. The University ensure to treat all candidates fairly, equitably and efficiently with respect and good manners. Also aiming that all applicants experience positive outcomes. The University provide a comprehensive monitoring and analysing process to establish in sustain of the principle.

• The recruitment and selection process will be continuously developed to enable new ideas but also the University will ensure that the cost is effective.

Monitoring and review

The policies and procedures its been ensure to be review every two years from the date of implementation. These policies and procedures will be review by HR Director. However, if any changes occur within employment legislation that will affect the policies and procedure.

Recruitment and Selection Procedures

There are key stage of recruiting and selecting for position. The procedures outline the key stage and guideline of recruitment and selection. The University guidance for all stages are available at the Human Resource Directorate website and local HR (University of Manchester,2006).

Recruitment process is to identifying and attracting suitable applicants to meets organisation requirement. The processes are to identify any vacancy that may come available and ensure to fill the position by completed an authority to recruit for if necessary. However, the manager must support the need of filling the position or not (currie, 2006).

The recruitment is classified into two types:

Internal labour market by promoting existing employees to those their post become vulnerable to redundancy and external labour market by offering equal opportunity to those have creativity ideas and competitive edges Leatherbarrow at el (2010).

Vacancy arises

• Identify the vacancy when first arise and it's very vital important to evaluate carefully whether need to be fill internally or externally. Also think about where the post will fit in the structure of the University HR.

Job description and Person specification

• Job description and person specification must be create or keep up to dates for any vacant that need to be filled.

• The job description must be accurate and relevant to the post

• The person specification must be ensure to state the essential and desirable criteria in terms skills included knowledge, experiences that required for job. When creating the person specification must be done with care ,avoiding indirectly discrimination against applicants.The University of Manchester use pro-forma which can be obtain through directorate website and local HR

Authorisation

• The University must ensure that all post receiving financial authorisation before advertising any vacancy.The local HR and finance team can provide any further guidance related to authorisation process.

Advertising /attracting applicant

• The policies of recruitment procedure is to advertise the job both internal and externally to enable career development for the exiting employees and provide an equal opportunity for potential enhance the diversity workforce within the University. The University procedure for advert is to use standard University template which available at Human Resource doctorate website.

• Within the University procedure to name member of an existing employees for the position which must seek approval from HR team. However the applicant must go through the selection process to ensure they meet the essential requirement for post sought.

• In mostly to be more effective the University seek out for recruitment agency to carry out the recruitment than advertising widely which be approve by local Human Resource. Also with the recruitment processes the applicant must be provide with pro-forma to enable obtain background information upon enquiry.

• The external jobs must be advertised within the University's website and jobs.cp.uk.However, if any member of staff be doing the job temporary while looking for post holder, must apply when it's been advertised and it's likely to advertise the job internally.

Managing the application process

• While processing the application must be University of Manchester standard from and CV can be accepted only with form.All applicant must complete the Equal Opportunities section of the application from and return it to HR with enveloped provided .

• With processing the applicant the University of Manchester "has