Four factors that affect an organisations approach to talent

Economic environment whilst the economy is on a down tump over and there be a large make out of un engaged the ac ships go with whitethorn have more than normal candidates to choose from and the possibility of taking on employees at a higher level, however once the economy takes an upturn and the job market improves the employees may give way on unless the company provides a competitive salary/benefits package or prospects for development.Benefits a benefits package is added harbor to an employee, if flexibility is offered within the package, to reflect the age, family needs and life style of a candidate this will soak up a wider range of applicants and help to retain be employees.Training and Development will attract more candidates who ar looking to expand their skills and better their careers this will also help to retain staff within the company as they will be elevated to apply for promotions or move within the company.Location of the place of make believe if it i s out of town with no public transport bonds or good road networks to the localisation of function the company would attract fewer candidates. A lot of employees dont like to travel in any case far to work and prefer to work nearer home. In a less populated domain of a function a company would have to look further a field as the job skills may not be lendable in the area.Three benefits of attracting and retaining a diverse workforceIncrease in profit Companies can affair their employees to help with their understanding of the needs of our multicultural society. As an example within a retail employees could purpose the company on specialised products to sell, in turn this could encourage more sales within the introduce and potenti eithery increase profit.Increased levels of customer receipts A diverse workforce will increase the levels of customer service it can provide help with language barriers and the understanding of different needs within cultures. come along is also a factor, older customers do not always relate well to younger employees in a service environment and vice versa. A diverse work force will encourage a diverse customer base in turn a higher customer service level will increase the amount of customers.Increases the endowment fund pool within a company employees are often encouraged to apply to and work for a company with a diverse workforce, candidates/employees who have go through 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 affect an organisations approach to recruitmentCost enlisting 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 transaction influence. If a emptiness is not filled within the inevitable time scale 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 vacuum is for a specialised position, the company may have to look further a field for the ideal candidate. This can result in additional time taken for recruitment this in turn could put extra stress on the existing work force whilst they have to incline out additional work and customer service levels could be affected as a result. The company could also hurry the process to avoid this and result in the price person being employed hence the process could need to be repeated in the near future.Type of Role A vacuum cleaner that doesnt require definitive 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 resulting in the ideal candidate for the job.Recruitment methods.Local career/recruitment fairs The corporation has a stand at the fair to advertise the job vacancies with recruitment material i.e. application forms, job comments etc, representatives from the Company such as Human resources and department managers speak directly to the potential candidates giving details of the company and vacancies available. Applications/CVs, or details from the candidates are taken at the point of contact.Job condenses Job vacancies are advertise through the job centre at no cost. The company has a online account with the job centre details, of the vacancy are uploaded onto the online system the vacancy will then be advertised not scarcely in the local job centre 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 linked to the main page and the candidate completes a ge neric wine form for personal details this is then linked 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 certain competencies for example, can you tell us about a situation when you updated a process and why? The same questions and standardised score tabloid are used for each applicant therefore allowing a fare process.Assessment centre a choice 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 dining table assesses the candidates as they complete each task by marking paper exercises which have an exact required outcome or rating b y observations with a defined marking system, once the marks are collated the panel then discuss as a whole before a final close 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(prenominal) of the following an aptitude test consisting of a english, numeric, 3 dimentional thought and job/subject specific tests. secondly a personality test which is aimed at finding types, there is no honorable 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 other 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 construction showing how the employee will fit into the team and outlines the function and aims of the company. The new recruit will be compound 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 impression of the company, helps to retain employees, giving a return on the time and money invested.