Methods larger audiences and proving to be very

Methods of Attracting Applications

 

Company’s
Own Website
(Internally
& externally)
 
 
 
 

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The company’s career section on the website is the
easiest and most cost effective method
of advertising available positions. If the company has an internal website
for employee’s this is also a good place to advertise within the company. It
can also lead to employees informing people they know who may be interested.

LinkedIn/Social
Media
 
 
 

Advertising
a position on the company’s LinkedIn or social media accounts can advertise
to people who are specifically interested in the company.

Online Job’s Boards
 
 
 
 

Advertising
on job’s boards is a popular method, targeting larger audiences and proving
to be very effective. Jobs specifications can be viewed by a larger volume of
people, however, there is a risk that
majority of people applying will not be suitable.

Recruitment Agencies
 
 
 
 

Outsourcing
to recruitment agencies can take the majority
of the hard work and time required in recruiting away. Agencies handled the
process from advertising to screening
and shortlisting the best candidates interested in the role. However, this can be a costly method for some
companies.

Local & National Newspapers
 
 
 

Companies
may choose to advertise their position in papers, depending on the size of
the company and the position they are advertising.
Based on
the role they may use this method to target interested applicants.

 

 

Methods of Selecting Candidates

Psychometric
Testing
 
 
 
 

Psychometric
testing is a method used to evaluate candidates in areas such as aptitude
(verbal, numerical reasoning etc.)These tests inform employers in an accurate
report on the personality and traits of a candidate and if they have the
necessary capabilities to succeed in the role. These tests can be altered to
the position requirements. However psychometric testing is not always effective,
as many candidates chose and answer they believe the company is looking for
rather than staying true to themselves. It can also be an issue that
candidates will have people answer questions for them, which prevents the
employer gaining information about the candidate’s compatibility.

Screening
CV’s
 
 
 

This
involves reviewing all candidates’ CV’s who applied for the position and
clear the primary requirement to proceed to
the next stage of recruitment.

Shortlisting

 

The
process involves reviewing candidates CV’s who cleared initial CV screening
and narrowing down candidates to interview stage. This process can often
involve the hiring manger and the criteria they are looking for.

Interviews
 
 
 
 

This can
be a beneficial selecting process as the hiring manager gets s to meet each
candidate face-to face. This can be an informal chat or a competency based
questions aimed at the role and the
candidate’s previous experience. This process can be the final decider for
the best candidate for the position.

 

Accenco Advertising Methods

The
HR team have analysed the various advertising methods available and have chosen
to go forward with the company website, LinkedIn and also online jobs boards.
This method target’s specifically interested candidates and is also a cost
effective. With regard to selecting interview
candidates, we will screen all candidates
CV’s after the application closing date.
After this, we will short list suitable
candidates to call forward to interview.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Interview
Guide

Date:
 

 

Candidate Name:
 

 

Vacancy No:
 

 

Job Title:
 

 

Interviewers:
 

 

 

 

 

 

 

        Interview
Guide

Introduction

Welcome
candidate to the interview and introduce the interview panel. (Member of HR and
the hiring manager) As you are aware Accenco is a leading medical devices
manufacturer that has been present in Ireland since 1990. Our Galway facility
is a centre of excellence for the development of the company’s key medical
cardiovascular technologies. We are currently looking for a HR Specialist to
join our team, who will be responsible for the end-to-end recruiting processes
from Head Count approval, defining  profile requirements together with
hiring managers, managing relevant direct and in-direct sourcing in the
external marketplace, supporting assessment and selection of candidates and
handling complex offer negotiations at all levels in the organization.                                          Our interview today will be broken into two sections, firstly
we will go through your education and professional background and then secondly
we will move onto some competency based questions.

 

1.    
Can you describe your
educational background and how this has benefitted you in previous positions?

 

 

 

 

 

 

 

 

 

 

 

2. Could give us a quick overview of your previous experience to date?

 

 

 

 

 

 

 

 

 

 

Leadership

3. Describe the HR functions that were under your leadership and control in your
most recent HR job?

 

 

 

 

 

 

4. Tell
me about a project that you led which you are particularly proud of?

 

 

 

 

 

 

Team Work

5. Please provide a recent
example where you have proposed a new idea/solution
to overcome a problem / improve a process

 

 

 

 

 

 

6.
Can you share an example of a situation in which teamwork enhanced your ability
to accomplish your goals or the outcomes that were expected from you as an
employee?

 

 

 

 

 

 

 

7. Did you participate
as a key player in your organization’s
strategic planning or senior management team? Probe – How did you see your
role?)

 

 

 

 

 

 

 

Customer Service & Communication

8. Can you tell me about a time where you had to deal with a difficult customer?
How did you handle it and upon reflection is there anything you would have done
differently?

 

 

 

 

 

 

9. When you have had a boss, in the
past, who failed to adequately communicate with you, how have you handled this?

 

 

 

 

 

 

 

10.
How would you find out the priorities of your managers and senior managers for
the provision of HR services?

 

 

 

 

 

 

Strategic Planning

11.
How did the HR function have an impact your organization’s strategic planning
in your last position?

 

 

 

 

 

 

 

 

Delivering Results

12.
Can you describe a time you had to deliver results within a short deadline? How
did you manage this?

 

 

 

 

 

13.
How did you determine or contribute to determining the priorities for the
HR department in your most recent position

 

 

 

 

 

Closing Interview

13. If you were successful and
secured this placement opportunity, when would you be available to start?

 

 

 

 

14.
Do you have any questions for the interview panel?

 

 

 

 

 

Marking Scheme

                                          

 

Candidate
Name

Candidate
Name

Candidate
Name

Total

Leadership
 

 

 

 

 

Teamwork
 

 

 

 

 

Strategic
Planning
 

 

 

 

 

Delivering
Results
 

 

Methods of Attracting Applications 

Company’s
Own Website
(Internally
& externally)
 
 
 
 

The company’s career section on the website is the
easiest and most cost effective method
of advertising available positions. If the company has an internal website
for employee’s this is also a good place to advertise within the company. It
can also lead to employees informing people they know who may be interested.

LinkedIn/Social
Media
 
 
 

Advertising
a position on the company’s LinkedIn or social media accounts can advertise
to people who are specifically interested in the company.

Online Job’s Boards
 
 
 
 

Advertising
on job’s boards is a popular method, targeting larger audiences and proving
to be very effective. Jobs specifications can be viewed by a larger volume of
people, however, there is a risk that
majority of people applying will not be suitable.

Recruitment Agencies
 
 
 
 

Outsourcing
to recruitment agencies can take the majority
of the hard work and time required in recruiting away. Agencies handled the
process from advertising to screening
and shortlisting the best candidates interested in the role. However, this can be a costly method for some
companies.

Local & National Newspapers
 
 
 

Companies
may choose to advertise their position in papers, depending on the size of
the company and the position they are advertising.
Based on
the role they may use this method to target interested applicants.

  Methods of Selecting Candidates

Psychometric
Testing
 
 
 
 

Psychometric
testing is a method used to evaluate candidates in areas such as aptitude
(verbal, numerical reasoning etc.)These tests inform employers in an accurate
report on the personality and traits of a candidate and if they have the
necessary capabilities to succeed in the role. These tests can be altered to
the position requirements. However psychometric testing is not always effective,
as many candidates chose and answer they believe the company is looking for
rather than staying true to themselves. It can also be an issue that
candidates will have people answer questions for them, which prevents the
employer gaining information about the candidate’s compatibility.

Screening
CV’s
 
 
 

This
involves reviewing all candidates’ CV’s who applied for the position and
clear the primary requirement to proceed to
the next stage of recruitment.

Shortlisting

 

The
process involves reviewing candidates CV’s who cleared initial CV screening
and narrowing down candidates to interview stage. This process can often
involve the hiring manger and the criteria they are looking for.

Interviews
 
 
 
 

This can
be a beneficial selecting process as the hiring manager gets s to meet each
candidate face-to face. This can be an informal chat or a competency based
questions aimed at the role and the
candidate’s previous experience. This process can be the final decider for
the best candidate for the position.

 Accenco Advertising MethodsThe
HR team have analysed the various advertising methods available and have chosen
to go forward with the company website, LinkedIn and also online jobs boards.
This method target’s specifically interested candidates and is also a cost
effective. With regard to selecting interview
candidates, we will screen all candidates
CV’s after the application closing date.
After this, we will short list suitable
candidates to call forward to interview.                   

      

Interview
Guide

Date:
 

 

Candidate Name:
 

 

Vacancy No:
 

 

Job Title:
 

 

Interviewers:
 

 

             Interview
GuideIntroductionWelcome
candidate to the interview and introduce the interview panel. (Member of HR and
the hiring manager) As you are aware Accenco is a leading medical devices
manufacturer that has been present in Ireland since 1990. Our Galway facility
is a centre of excellence for the development of the company’s key medical
cardiovascular technologies. We are currently looking for a HR Specialist to
join our team, who will be responsible for the end-to-end recruiting processes
from Head Count approval, defining  profile requirements together with
hiring managers, managing relevant direct and in-direct sourcing in the
external marketplace, supporting assessment and selection of candidates and
handling complex offer negotiations at all levels in the organization.                                          Our interview today will be broken into two sections, firstly
we will go through your education and professional background and then secondly
we will move onto some competency based questions. 

1.    
Can you describe your
educational background and how this has benefitted you in previous positions?           2. Could give us a quick overview of your previous experience to date?          Leadership3. Describe the HR functions that were under your leadership and control in your
most recent HR job?      4. Tell
me about a project that you led which you are particularly proud of?      Team Work5. Please provide a recent
example where you have proposed a new idea/solution
to overcome a problem / improve a process      6.
Can you share an example of a situation in which teamwork enhanced your ability
to accomplish your goals or the outcomes that were expected from you as an
employee?       7. Did you participate
as a key player in your organization’s
strategic planning or senior management team? Probe – How did you see your
role?)       Customer Service & Communication 8. Can you tell me about a time where you had to deal with a difficult customer?
How did you handle it and upon reflection is there anything you would have done
differently?      9. When you have had a boss, in the
past, who failed to adequately communicate with you, how have you handled this?       10.
How would you find out the priorities of your managers and senior managers for
the provision of HR services?      Strategic Planning11.
How did the HR function have an impact your organization’s strategic planning
in your last position?        

Delivering Results12.
Can you describe a time you had to deliver results within a short deadline? How
did you manage this?     13.
How did you determine or contribute to determining the priorities for the
HR department in your most recent position     Closing Interview13. If you were successful and
secured this placement opportunity, when would you be available to start?    14.
Do you have any questions for the interview panel?     Marking Scheme                                          

 

Candidate
Name

Candidate
Name

Candidate
Name

Total

Leadership
 

 

 

 

 

Teamwork
 

 

 

 

 

Strategic
Planning
 

 

 

 

 

Delivering
Results
 

 

 

 

 

 

 

 

 

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