THE CIPD RECRUITMENT PROCESS:

According to Chartered Institute of Personnel development (CIPD), recruitment process is a critical activity compromising not only HR but all the hierarchies focusing on recruiting potential candidates (Skillsforcare, 2009). In this presented report, Tesco is the chosen company that uses Facebook as a tool to recruit candidates.

RECRUITMENT PROCESS

Figure 1: Recruitment Process

(Source: Skillsforcare, 2009)

The process of recruitment is a highly complex process and involves few steps that enhance the quality of people recruited.

Job analysis

Before recruiting any candidate, it is vital to spend some time to analyze the real motive of the job requirement. This may includes thinking of the content, the purpose of job and the outputs required by the candidates that will best fits to the organizations culture. Further, this step is divided into two part; Job Description and Job Specification.

Figure 2 Job Analysis Process

(Source: Hr Knowledge, 2011)

Attracting and managing applicants

Attracting applicants is the steps that generate an interest of people to get attracted towards the organization (Mullins, 2010).

IMPORTANCE OF RECRUITMENT PROCESS

The above four mentioned steps are the integral part of recruitment process as they fully guide both employers and employees with an accurate process for an efficient and effective conduction of recruitment and identifying the best suitable person that match with the requirement (Schroeder and Ahmad, 2002).

ABSENTEEISM OF THE PROCESS

If in case, any of the above mentions steps will in absent in the process requirement, it may result in selection of a candidate you whose capabilities does not match with the job requirement and at the same time, a higher human resources costs will be indulged for the spending done for recruiting poor performing employees (Foot and Hook, 2008).

COMPANY USING FACEBOOK AS A RECRUITMENT TOOL: TESCO

Figure 3 Tesco Recruitment Process

(Source: People and Organization, 2011)

Tesco is using Facebook as powerful tool to advertise the vacancies it had in order to attract candidates from various regions. The company keeps on updating the available vacancies on Facebook. Advertising place on Facebook also helps in attracting potential candidates.

ADVANTAGE AND DISADVANTAGE

Advantages

ü Company is able to reduce the overall recruitment cost.

ü The online efficiency of the candidates can be addresses within few minutes.

ü There are changes of hiring capable candidate in less time.

ü It becomes easier for the young calibers to apply for the vacancies.

ü A larger demographical area can be covered.

ü The complete background of the contenders can be studies within very less time.

Disadvantages

ü Lack of face to face integration misses.

ü An unqualified candidate might be higher.

ü Well qualified candidates who are not there on Facebook miss the opportunity of getting higher (Clarke and Poverty, 1996).

From the above report we can conclude that CIPD process of recruiting people plays a vital role in selecting right candidate, at right time and at a right place. Also the new idea of Facebook recruitment is emerging at a rapid speed and is widely being accepted by the companies. Further, Facebook as a toolkit to recruit people has its own pros and cons (Falcone 2002).

REFERENCES

Books

Clarke, J. and Poverty, C., 1996. Managing Better 01: The Staff Recruitment Process. Combat Poverty Agency.

Falcone P., 2002. The Hiring and Firing: Question and Answer Book. AMACOM Div American Mgmt Assn.

Foot M. and Hook C., 2008. Introducing Human Resource Management. 5^th ed. London: FT Prentice Hall.

Mullins, L., 2010. Management and Organisation Behaviour. 9^th ed. FT Prentice Hall.

Online

CIPD., 2012. Recruitment: An overview. [Online]. Available through: <http://www.cipd.co.uk/hr-resources/factsheets/recruitment-overview.aspx> [Accessed on 19^th February, 2013].

Hr Knowledge., 2011. Meaning of Job Analysis. [Online] Available through: <http://nehaspeakshr.blogspot.in/2011/06/meaning-of-job-analysis.html> [Accessed on 19^th February, 2013].

People and Organization., 2011. Selection. [Online] Available through: <http://shanaz-parvin.blogspot.in/2011/05/selection.html> [Accessed on 19^th February, 2013].

Skillsforcare., 2009. We help people who do a great job do it better. [Online]. Available through: <http://panet.org.uk/wp-content/uploads/2012/02/recruitment-selection-toolkit-SfC.pdf> [Accessed on 19^th February, 2013].

Schroeder, G. R. and Ahmad, S., 2002. The Importance of Recruitment and Selection process for Sustainability of Total Quality Management. International Journal of Quality and Reliability Management. 19(5). pp. 540-550.

LIST OF FIGURES

Figure 1 Recruitment Process