This report is going to outline and explain the benefits of having a diverse workforce, the factors that could affect an organisations approach to talent planning, The key factors that can affect organisations recruitment and selection policy, an explanation of different methods of recruitment and selection which can be used in any organisation and when it is appropriate use them.
As both HR and Recruitment teams have stated it is essential that guidelines are produced so everyone is working together and producing the same information.
The benefits of having a diverse workforce
Over the years the workforce and patterns have changed around how having a diverse workforce does improve the workforce overall. A diverse workforce has a wide range benefits as it brings everyone working together from different walks of life such as race, gender, age, religion, ethnicity, disabilities and sexual orientation etc. It also helps people work together and promote people listening to different points of view and problem solving. There are four explanations below of the benefits of having a diverse workforce.
It is well reported that a diverse workforce has an increase in productivity due to a variety ways of thinking and working but all working together to achieve the same goal. A diverse workforce encourages people to come into work discuss, learn and encourage colleagues of different values and attitudes for a more diverse brand for the best outcome to understand the needs of a wide range of clients. When a company is staffed with a variety of different cultural backgrounds it will increase the skill set and development of ideas.
Increased Skill Set
When you have a diverse workforce from qualifications, backgrounds and experience each individual will bring different experiences to the work place and enable everyone to accommodate everybody’s needs. Any company who is proven to have a diverse background will find that they will attract a wider range of candidates and find it easier to find the right skill set for the position advertised.
When a company is known for having a diverse workforce and is committed to provide equal opportunity and not discriminate against age, sex, disability, gender reassignment, marriage, race, religion and sexual orientation it increases employees to look more into them as everyone likes to be treated fairly regardless. It also allows companies to provide all the services global.
When people are seeking employment they often research the company before they complete the application process. People are more likely to want to work for companies who support diversity in the workplace and this promotes itself by having more candidates applying from all walks of life.
The Factors That Could Affect An Organisations Approach To Talent Planning
This report is going to briefly explain by choosing four points on the factors that could affect any organisation when approaching Talent Planning:
Benefits Packages – A benefits package is always a good tool to use as employees like to know they are being looked after it also helps when recruiting a wide range of applicants.
Training and Development – Training and Development always attracts employees and keeps employees working within the company for longer. This will also help with employees promoting within or move departments within the organisation.
Working Environment / Culture – The culture of the organisation is very important when as this keeps employees engaged and this could be the final factor for potential employees choosing the company they want to work for.
Communication – Communication is what the difference is between a successful company and an unsuccessful company. As a successful company it has always been a key factor that effective communication from the Director’s to the administration staff and also operating on an open door policy.
The Key Factors That Can Affect Organisations Recruitment And Selection Policy
Recruitment Cost – The cost of recruitment in itself can be a costly exercise and this is why there needs to be careful planning. The company prefers to advertise the job internally and then sends out externally on the company’s website. Depending on the skill sets for the particular position it will then need to be looked into to see if –recruitment agencies are a requirement. It is essential that all information that goes out is 100% correct due to sourcing the correct candidates and not wasting anybody’s time and the companies cost due to extra agencies, job boards etc.
The markets play one of the most important factors in the recruitment and selection policy. The markets are affecting the way in which recruitment is dealt with as if the demand is for a specific skill set then the company have to look into where is best advertising or agencies etc. If the position doesn’t have particular job skills then the demand for the recruitment is easier.
A job description introduces new candidates to the company as this is also the first document most candidates with see from the company. When creating the job description it needs to identify the skill set and an overview of the role and what is expected of the candidate.
An explanation of different methods of recruitment and selection which can be used in any organisation and when it is appropriate use them
Below is going to be a brief explanation and methods used for both recruitment and selection methods. These are the most common used within this company:
Three recruitment methods:
Internet – The internet is now one of the most common ways to advertise and recruit as it provides you with a huge audience from all walks of life and can also keep the cost to a minimum. This also provides you with a good amount of applications for which individuals would want to be put forward for.
Employment Agencies – Recruitment Agencies are very good especially when the role is required for candidates to have specific job skills for the role. Most agencies will filter through all the CV’s and only send you the ones who have the correct qualifications and experience. They also have a good talent pool of candidates already on their books.
Internal Employees – Internal Employees are an excellent source of recruitment as they already know the business and what is expected from employee’s. This keeps the cost to a bare minimum as this will only in occur administration from the recruitment team and most are already known to the other departments so this would make referencing very easy and quicker. If an employee applies for an internal role then it proves that they have an interest in the company and they see a future.
Three selection methods
Short Listing – Short Listing is a good method of selection as you can short list everybody’s application against the same criteria and reduce the amount of applicant by only selecting the applicants who are matched to be put forward for an interview. Depending on the number of candidates you can rank them according to weather they meet the desirable criteria. This may be a time consuming exercise but it is also a fair way to select the applicants you wish to interview.
Assessment Centres – Assessment Centres these can be very expense down to the hiring and the administration costs. They are also very good if you are recruiting for a numerous vacancies with similar skill sets as you could see them all in one day instead of over a couple of days, this will save time and costs. This is also one of the best ways of seeing the candidates demonstrate their skills and abilities for the vacancy.
Interviews – Interviews have their benefits for both the candidate and the employee. As an employee you are able to describe the position, assess the candidate’s abilities, and give an overview of the company. The candidate will also be able to assess and see if the positon is right for them, demonstrate and inform potential employees the skills they have and how they will help them and the company going forward in their new positon.
The purposes of the induction process and the benefits to both the individual and the organisation