Four factors that affect an organisations approach to talent

Economic surroundings whilst the economy is on a down playing period and there ar a large amount of unemployed the confederacy may bring on much than normal squeeze outdidates to choose from and the possibility of taking on employees at a higher level, however once the economy takes an up flip and the logical argument market improves the employees may shanghai on unless the confederation provides a competitive net/benefits package or prospects for development.Benefits a benefits package is added value to an employee, if flexibility is offered at heart the package, to reflect the age, family ask and life style of a candidate this exit attract a wider range of applicants and help to retain existing employees.Training and ripening exit attract more candidates who be looking to expand their skills and emend their carg whizrs this give also help to retain provide within the familiarity as they will be encouraged to apply for promotions or move within the society.Lo cation of the place of race if it is out of town with no overt transport links or good road networks to the location the alliance would attract few candidates. A lot of employees dont the likes of to travel too far to work and prefer to work nigher home. In a less populated argona a smart set would flummox to look further a field as the task skills may non be available in the area.Three benefits of attracting and retaining a several(a) work pull backIncrease in profit Companies can use their employees to help with their understanding of the needs of our multicultural society. As an example within a retail employees could talk over the connection on specialised products to sell, in deform this could encourage more sales within the store and potentially increment profit.Increased levels of customer servicing A diverse workforce will increase the levels of customer improvement it can provide help with language barriers and the understanding of different needs within cul tures. Age is also a factor, older customers do not always relate well to younger employees in a wait on environment and vice versa. A diverse work force will encourage a diverse customer base in turn a higher customer answer level will increase the amount of customers.Increases the talent mob within a company employees are often encouraged to apply to and work for a company with a diverse workforce, candidates/employees who become experienced a diversity in their every day lives or whilst in education will apply, this increases the talent pool available to the company and increases the chance of finding the best candidate for the job.Three factors that chance upon an organisations approach to enlistingCost Recruitment can be costly to a company and if the talent pool is not directly available they may have to pay for recruitment for example by using an employment agency. If a vacancy is not filled within the required time surmount the company may use agency staff to cover the work load with additional costs incurred in comparison to a company employee.Time Scales If a vacancy is for a specialised position, the company may have to look further a field for the ideal candidate. This can firmness of purpose in additional time taken for recruitment this in turn could put extra stress on the existing work force whilst they have to carry out additional work and customer service levels could be affected as a result. The company could also hurriedness the help to avoid this and result in the wrong person existence employed hence the process could need to be repeated in the near future.Type of reference A vacancy that doesnt require expressed skills could result in a high level of candidates applying which in turn can make the recruitment process longer by having to sift through all of the applications or can result in fewer applications depending on the geographical economy. Recommendation to the company by existing employees can help, saving time and resu lting in the ideal candidate for the job.Recruitment methods.Local career/recruitment fairs The Company has a stand at the fair to advertise the job vacancies with recruitment material i.e. application forms, job descriptions etc, representatives from the Company such as Human resources and department managers speak directly to the potential candidates giving expand of the company and vacancies available. Applications/CVs, or details from the candidates are taken at the point of contact.Job affections Job vacancies are advertised through the job marrow squash at no cost. The company has a online account with the job essence details, of the vacancy are uploaded onto the online system the vacancy will then be advertised not only in the local job internality but also on line therefore the vacancy will have a wider geographical audience.Company website the company advertises their vacancies on their own website with a job description etc. A section of the site is united to the ma in page and the candidate completes a generic form for in-person details this is then joined to the application form or a link to upload a CV. It can also be linked to a companys online recruitment system.Selection methodsStructured Interview Is developed from the traditional interview process, rather than asking questions based on the candidates application form questions are asked to allow the candidate to demonstrate accredited competencies for example, can you tell us about a situation when you updated a process and why? The same questions and standardised score sheet are used for each applicant therefore allowing a fare process.Assessment centre a endurance of the following Interview Psychometric test Role play In- tray exercise Group exercise Presentation Social sideThis process is used to give a good overview of all the candidates their strengths and weaknesses. A selection panel assesses the candidates as they complete each task by sucker paper exercises which have an e xact required outcome or valuation by observations with a defined marking system, once the marks are collated the panel then discuss as a whole to begin with a final decision is reached.Psychometric Test through a company such as the McQuaig institute, the tests can be used for all levels of staff from senior management to semiskilled staff and can consist of one of or both of the following an aptitude test consisting of a english, numeric, 3 dimentional thought and job/subject specific tests. Secondly a nature test which is aimed at finding types, there is no right or wrong answer. The company can use the information provided by a report as to whether the candidate has the potential, the right temperament or new(prenominal) criteria required to suit the needs of the job.Purpose of induction and benefitsThe induction process is aimed at giving the employee a clear out line of the job requirements, with details of the companys structure showing how the employee will fit into the team up and outlines the function and aims of the company. The new recruit will be integrated into the company easier giving them confidence and a feeling of belonging it keeps the them busy in the initial stages of employment allowing them to have a structured and easier settling in period, as well as providing valuable information. It creates a good core of the company, helps to retain employees, giving a return on the time and cash invested.