Contents
M3.17 RECRUITING, SELCTING AND INDUCTING NEW STAFF IN THE WORKPLACE 2
RECRUITING AND INTERVIEWING 2
THE INDUCTION PROCESS 4
M3.13 DEVELOPING YOURSELF AND OTHERS 5
ANALYSIS OF DEVELOPMENT NEEDS AND LEARNING STYLES 5
DEVELOPMENT OPTIONS TO MEET DEVELOPMENT NEEDS 6
SUPPORT AND MONITORING 7
APPENDIX 1 8
APPENDIX 2 10
APPENDIX 3 12
APPENDIX 4 15
APPENDIX 5 17
APPENDIX 6 23
APPENDIX 7 30
APPENDIX 8 39
APPENDIX 9 42

M3.17 RECRUITING, SELCTING AND INDUCTING NEW STAFF IN THE WORKPLACE

RECRUITING AND INTERVIEWING
Within COMPANY we are currently recruiting quite a large number of staff due to our ever increasing sales and growth. Within my role as an Export Shipping Team Leader I primarily cover the Export Department, but from time to time also cover the European Sales Department, as aspects of the job overlap. Recently we identified that we required a new member of Staff in the European Sales Department and I was included in the recruitment and selection process.
First and foremost after having a formal meeting with my line manager we realised that due to the growth in revenue of 1.5 million GBP, there was extra pressure on both the Export and Sales teams. We concluded that we required a new member within European Sales that would also handle some duties that my team in Export are currently handling. We identified the duties as well as salary of European Sales staff and agreed that with taking work from both my team in Export and also work from the current European Sales Administrator that this was justified.
When we had established this, I had to fill out a Recruitment Requisition Form a (see appendix 1). This is a brief outline which covers the Job Title and what is required from this position. This was then signed by myself and passed to my manager who also signed the document. The process then continued with the document being forwarded to the Divisional Manager Director for COMPANY Products, who then adds their signature before forwarding the document to the overall Group H.R. Director (for the whole of COMPANY Ltd). This process is quite complex due to the size of the organisation. After it is has been signed by H.R, it is finally passed to the Group Chairman who is also one of the owners of COMPANY Ltd, only once all of these signatures have been given can we then proceed to the next stage.
For the next stage our HR Department will provide us with A) a person specification form (see appendix 2) and also a Job Description form (see Appendix 3). We then completed this form and returned it to HR. Once they received this they then drafted up the Add Vacancy which is then sent to us for approval (see appendix 4), from this you can see that HR have picked out from our person spec and job description key points and added this to the advert.
This advert is then placed internally first and foremost and is sent to all employees by email and also displayed on the notice boards. There is a note that this is also open to friends and relatives and that we welcome all applications. This is mainly put internally first as COMPANY wish to promote within the company and also because it is free advertisement and keeps the fees of the agencies at bay.
We ask on the application if applicants can please upload their CV’s to our career section on the BEL website. This is because once they have logged on and uploaded their CV it is linked to a database called ShoreBird which helps with the selecting of the CV’s. It is also kept up to date so that every applicant is able to see the status of their application. If there were no successful applicants when the ad is opened internally it is then passed onto agencies and the same rule applies. Once the closing date is surpassed, we then check ShoreBird and this database is able to help select for us which Applicants we are able to look at. We find this to be a fair way to look at it as it will put the CV’s into sections. Our HR department will ask the database to pick up specific Key Words