Recruitment [week 16]
Recruitment is the process of attracting, screening, and selecting the right people for the available job. The aims of recruitment are to:
-obtain a pool of suitable candidates for vacant posts
-use a fair process and demonstrate that it is fair
-ensure that recruitment activities contribute to the companies goals and the desired organisational image
-conduct recruitment activities in an efficient and cost effective manner
[Farmer,M. and Yellowley, W, 2008]

Online recruitment site Fish for jobs
 The use of the internet to advertise posts and apply for jobs has become well established. Fish for jobs is a recruitment agency where jobseekers can job search, it is a recruitment services site for employers and jobseekers. Employers are able to post jobs and receive response from jobseekers. They are also able to search millions of CVs to match the right staff to the job they have available.

Using web recruitment systems like fish for jobs plays a role in simplifying the recruitment process, as they have facilities where prospective candidates can upload their CVs and apply for jobs suited to them. It makes it possible for recruiters and companies to post their staffing requirements and view profiles of interested candidates. Both the candidate and employer have the following options available to them on

Fish for jobs:
A candidate is able to:
Login/logout of their own personal account, view task panel, view/edit profile, upload CV/cover letter, search job listings (Quick search & advanced search), save search & receive alerts, view Job Listing Detail, view contact details of employer, apply for jobs, read/reply to post messages etc.
A company user is able to:
Login/logout, view task panel, view/edit company profile and contact details, list jobs, add/edit/delete job, list applicants, view applicant profile/ details etc..

There is a huge amount of information available online to both the candidate and the employer. This allows the candidates to easily access/apply for job vacancies and employers to receive details of thousand of jobseekers. The layout of Fish for jobs website is straight forward and easy to use. There are a few essential choices to make for the candidate such as the location they wish to apply, the job title and how far they can travel for work. When they enter these details all the suitable jobs that meet their criteria are found. They can also choose the option of an advanced search which allows them to be specific and enter other details such as part-time/ full-time, temp/ permanent etc. This will ensure they can meet their requirements. They are also able to view more details about the job such as the job description/ specification/ hours/ location/ company etc. This will help the candidate to decide if the job is suitable for them and if it is they have the option to apply by simply uploading their C.V and cover letter. It is a simple and quick website to use and it guides the candidate through the process step by step until the application is put forward. They are then able to track their application and contact the company they applied to work for.

Advantages of recruiting on-line-
-There is a range of posts listed therefore more variety of jobs are available to candidates, so they are more likely to find something that suits them.
-It is free for jobseekers whereas buying a jobs paper would cost money
-Candidates can find jobs not local to them so if they are moving to a new area they can already apply for jobs closer to their new residence.
-It reduces cost of advertising for companies that are looking for applicants.
-It speeds up the completion process of recruitment and selection for both the candidate and applicant, there is no waiting around to receive an application form or C.V. through the post.
-It provides access to a large number of applicants so the recruiters have more variety of skills and qualities from applicants to choose from.
-There is a better chance of success as a vacancy that is advertised on-line is there 24 hours a day 7 days a week for as long as the company wants it to be.


Dis-advantages of recruiting on-line
-With so many applicants it could lead to a large number of unsuitable candidates, which will take the company a lot of time weeding through applications of people not qualified for the position. One way companies can combat this is to make the job description as specific and detailed as possible to discourage the unqualified from applying. For example fish for jobs has 4 essential criteria for some jobs e.g. must have an A1 certificate; it tells the candidate if they do not meet those criteria they should not apply.
-Recruitment is limited to only those applicants who prefer to use the internet to search for jobs, despite the prevalence of the Internet, some candidates prefer more traditional methods of job hunting, such as networking or using employment agencies. If a company relies solely on online recruiting, it could miss out on some of the top candidates
-Online recruitment websites can be helpful to find candidates that are very actively looking for work and post their resumes online, but they do not attract the "passive" candidates who might respond favourably to an opportunity that is presented to them through other means.
-Some candidates who are looking to change jobs are hesitant to put their application on-line, for fear that their current companies, co-workers, customers or others might see their application.
-Some jobs require specific skills that an employer might not be able to reach qualified candidates through internet job posts. They will require a more proactive approach such as the use of head hunters.
-There is less face-to-face contact because of the distance involved; there might be a tendency to perform interviews by telephone instead of in person. While this might be better than relying on only a CV, the employer still may not get a good read on the candidate's personality or attitude without one-on-one interaction.

Recruitment campaign
A recruitment campaign that interested me was River Islands when there was a new store in Maidenhead high street. The initial reason that I was interested was because for a change I did not go out looking for a job I was approached by the employers in the high street. I was also interested because they needed 15 new staff so I felt like I had more of a chance of getting the job than I would if they needed 1 staff member. The first meeting seemed like a casual group meeting which involved an informal chat and questions, so I went as I felt I would be comfortable in this situation compared to having a one to one session with an interviewer. The campaign also meant that the questions where both ways rather than the employer asking the employee questions, I was given the opportunity to ask any questions about the job role and the company. A lot of information was already provided like the process of the application etc, which made me feel comfortable to take the next step as I knew what was next. I was given a leaflet explaining the training that would be available which made me want the opportunity as I wanted to develop my skills. The campaign welcomed people with hardly any experience and was offering us the chance to learn which was the main reason why it was eye catching for me.

CIPD The physical contract
A physical contact is one that is not verbally agreed or written it is the expectations of the employee from the employer and vice versa. It has been defined as '…the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other' [CIPD, 2010]. It is general expectations rather than a written contract, it may be certain tasks that are not written in the job description but the employee knows they are still expected to do those tasks to gain trust or gain opportunity for more benefits such as promotion from the management. If an employer and employee have a physical contract between them and one party goes against it for example if an employer tells an employee to open a shop one morning without any notice the employee agrees and then doesn’t do so or even doesn't inform the employer that they will not do so, the employer is not able to take them to court over this matter as it was a favour the employee was meant to do for the employer not a written and agreed contract. It is mutual trust and confidence in taking each other’s word for what they both agree on.

If the employer breaks their promise or goes back on their word it will have a negative effect on the employee. They will not have the same trusting relationship with the employer and therefore feel de-motivated at work. I was in this situation when I was told by my manager that I will get a pay rise at my next appraisal but never did and was promised one the next time I had an appraisal. Eventually I gave in and stopped working as hard as I did because the management where not keeping their end of the promise. A physical contract also makes the employee feel more valued as they are given more responsibility due to the trust they are able to build with the management. It shows that both parties have a good level of communication and understanding of each other’s needs/ goals.

References:
CIPD (2010) The phychologicatical contract [online]. Available from: websitehttp://www.cipd.co.uk/subjects/e mpreltns/psycntrct/psycontr.htm [Accessed 30 April 2010]

Farmer,M and Yellowley,W. (2008) People and organisations: Recruitment, 2nd ed. London: Pearson Education Limited.