Recruitment research and documentation Essay

It was a very well presented from then; it included clear questions and very valid ones as well, such as work permissions within the UK, and criminal offence questions. However, there were some which could have been altered or excluded, if they were related to anyone at Coventry City Council was unneeded, that should not have any issues with them in the job. Disability and Equal opportunities had to be included which meant that their gender and origin had to be responded to truthfully and meant we got a slight overlook to get a better understanding of who they were. Education was rather bleak, candidates were asked on what schools they had gone to and what degrees were gone from where, but that was about it, they were not asked why they wanted to and so forth, but in any other situation, professionally we would have been able to ask it all in the interview, but with limited time we could not afford to include it. Most of the employment history was very good, it gave high amounts of detail and was also so simple, yet we still added questions into our interview which could have then been excluded, the questions at the end informing us about their intentions over why they wanted to employ here, again we added it within our interview and now I feel it was something we needed to refer to rather than go into detail as we did. The job description gave a simple overview of the job role and what they would be looking to get paid and work a week. The duties and responsibilities as well as the brief description meant that the applicant would understand what we were looking for and if they were suitable to apply, however, the basic number qualifications could have been added in to make it even more suitable, therefore the applicants would know what degrees and grades we would be associating to our job role. The specification gave the number of GCSE grades and experience we were looking for which meant that together the job description and the specification were working well together and also suited the job. We included a physical essential that I feel should have been worded differently; to say we needed a â€Å"clear voiced† applicant was for me incorrect. It should have been more based on communicational skills and a more confident desirable. Team or social activities as well as personality aspects are seen in essential also but these are small issues, other than this, I feel both are successful and complete their roles well. As stated before, our interview was rather successful in its plan, we made concentrated on sections for each individual and when it came down to making notes, we took turns based on what questions were asked, also the grade given to the responses meant that we could evaluate effectively and without too much hassle. We had researched and included some of the legislation aspects within our application, and we believe we have concluded it up to a good standard, my knowledge has been relatively good up till now and we have been able to apply it successfully within our interview as well. We made sure all our questions were not biased and asked rather in the same manner to each individual, we never included any sexual or ethical discriminating questions or implied as much, but if we had the funds, we could have asked and gone to a legal advisor to completely check our application and interview plan to make sure were conducting everything in and orderly fashion. Legislation is difficult situation as anything which can be seen as slightly biased would be approached, yet we feel we have successfully completed and understood this section to a certain extent. Yet I feel we have done this on a basic level and to work at a higher standard this could have been elaborated and an increase in the number of suitable acts within our application would prove this. We have included different ethical initiations within our documents which meant that we would not be revealing any detail given to us and this fell under the privacy act, we had thought to test it out prior to the interviews but insufficient time gave us a limited period in which to do so. I personally feel that this would have benefited the group as we could then make the alterations that were likely to appear. Recruiting is a difficult section with all its legal and ethical dimensions, to get it correct can be a mission in itself, yet we took these into consideration and worked around them as best we could. We placed lines initiating what the documents would be used for and how privacy would be kept within the company. I feel we had a good variety of job adverts and other such documentations to which we could refer back to or get ideas from, yet it was a basic bit of annotation to which we conducted to, we didn’t do any detailed evaluation over other companies documents which meant that the standard of ours would fall slightly due to this. Therefore I would suggest next time that we re-do this section in order to get a better analysis over detailed aspects of the documents by realizing the types of wording used as well as the layouts provided. Job advertisements were provided but could have been identified and found out easily off the internet or at a job centre, however, internal documents had to be released or made up as we could not just get our hands on them. We had ideas given to us that related to them and we used them to the best we could but again I feel the time we had meant we had to make basic adjustments rather than go into strict detail over them. I would perhaps get a wider research range from the internet and companies to find small aspects of the job description to which I could include and then it would increase the standard on a general scale. I was the one who created the induction package, yet I had not thought of interviewing a real manager to see if they felt that it was suitable, this would have been rather easy under the circumstances and would benefit the group tremendously, yet previous induction packages off the internet and ones provided gave a good outline which made it easier to identify areas which needed to be targeted. It included all the basic details such as the general facilities and the safety procedures. Yet the layout again is rather basic, without a previous internal document to refer to in order to gain a good understanding, it was difficult to gain certain point or include others. Yet, the basic layout is made up for by the inclusion of all the main issues and points which need to be included in a real induction, signatures at the end and instructions are there also to professionalize the document as well as giving the candidate some sort of reference to what should be included once in the job.