Throughout this report you will see explanations and benefits of having a diverse workforce, explanations of factors that can affect an organisations approach to talent planning you will find key factors that can affect an organisation’s recruitment and selection policy. You will see examples and methods of recruitment and the selection that is used in an organisation and when it is appropriate to use them
The organisational benefits of having a diverse workforce in today’s organisation is reaching out to a wider range of customers and growing your business. Workforces and work patterns are changing, the work population is getting older and increasing levels of females and people from different cultural and ethnic backgrounds are entering the workforce.
There is a clear gained advantage from employing a diverse workforce. The best starting point for any organisation is firstly to develop a good equality and diversity policy, backed up with a strong plan of action. See below four short explanations of why you should have a diverse workforce.
The benefits of a diverse Talent Pool are innovation, creativity and enhanced customer loyalty and financial growth for your organisation.
The benefits of a having a Positive employer branding is if your organisation is a known brand it will be seen as innovative creative, productive and progressive, if you get the branding right you will attract the right individuals and other organisations will want to work with you.
The benefits of having Different Skills and Experience within your organisation is you do not have to look outside your organisation the talent already exists you just have to gather accurate information about your staff and you will then discover and develop this within your organisation it is often the more diverse your employees are the greater set of skills they will bring to the organisation. The benefits of this are that you will reduce your recruitment costs and time.
The benefits of having an improved employee on boarding and retention are that new employees can be on boarded and will integrate easily when they have employees that can relate to. Employees who feel valued, comfortable and able to integrate are less likely to leave and look elsewhere for employment. This in turn will reduce spending money on recruitment and time spent on inductions and will help build knowledge and expertise and promotions within the organisation.
There are many different internal and external factors that can affect an organisations approach to talent planning as an organisation communication can affect your approach to talent planning firstly you must understand the business goals of the organisation. Having a consistent corporate communication through advertisement. By keeping your organisations website up to date this will work as an invaluable tool which you can use to contact candidates and people will visit your site to see job openings and help you to keep in touch with them and also send out newsletters. Another way is by getting your organisation listed as a best place to work
You can attract talent planning by the image and brand if an organisation is branded correctly you will have a good reputation and you will be known as a good employer this will make you more appealing and successful and this will make people want to work for your organisation as they will recognise the brand and this will attract new clients which will help the organisation success and make it grow and be a profitable place to work.
Unemployment has an effect on talent planning for instance if the employment rate in your business area is high you will receive a lot of applications and this will make the recruitment process a lot more easier for you to attract and receive a lot of qualified applicants With a low rate of unemployment this makes recruitment a lot more difficult.
Economic Environment can have an effect on talent planning an organisation should know what money is available in the budget to spend and this will depend on what the current climate is at the time this will also effect the organisations recruitment and adverting costs and in addition staff salaries and the benefits the organisation offers.
In this report you will learn about the three key factors that can affect an organisations recruitment selection policy. An organisation must make sure that they recruit and select the right people and that it is free from bias and discrimination and when recruiting be mindful of the Equality Act 2010, Data Protection Act and the Right to Work the recruitment process is extremely important to the success of the organisation.
Selecting the Interview Panel is a key factor in the recruitment selection. An organisation must have management and staff that are trained and understand the interview process all interviews must have a panel which normally consists of preferably male and female in the panel the Head of the Department a HR representative and a line manager or a colleague who is familiar with the area of work preferably from another department to balance the panel’s decision to maintain consistency and ensure that all the candidates are being treated fairly.
If an organisation is making staff redundant redeployment is a key factor when recruiting wherever possible you should place staff in to alternative suitable vacancies by redeploying staff within the organisation this will allow you to retain the valuable experience, knowledge and skills and this will reduce the recruitment costs and time that you have put aside to fill the vacancies.
A structured job description is an important key factor in the recruitment process, advertising the job description will form the foundation for important processes for job advertisements, recruitment selection as they give a brief overview of the role and this will also relate to your employees duties which will align with your Organisations vision, key responsibilities and qualifications and will help to make hiring decisions by developing recruiting strategies.
Three methods an organisation will use to help them recruit.
An organisation will use recruitment agencies to help them find the perfect candidate this saves them time as the agencies will sift and filter through hundreds of CV’s and only send through the best CV’s for your specialised role the disadvantage to this is that it will cost the organisation for using the recruitment and the organisation will most likely have to pay a fee if they decide to hire a candidate who the agency has recommended.
Organisations sometimes will use the local and national newspapers to recruit this will target a specific large audience who live in the local area this can be costly but will help you have a large recruitment campaign.
Social Media for job seeking is a free method of helping an organisation recruit it is speedy, efficient quick and easy and has the ability to target and attract good candidates a lot more people use social media every day a disadvantage is that it is not a very professional method.
Three selection methods