Wednesday 4 April 2012

Recruitment



Introduction: for this blog I am required to go onto the internet and review an online recruitment site and comment on the use of the site, such as the layout, accessibility etc. Then I have to identify an e-recruitment campaign which has really interested me and explain why I feel the campaign has caught my interest, then I have to go onto shldirect.com and complete some of their aptitude tests provided and comment on how keen they would be if similar tests were used as a recruitment tool before gaining an interview.


Review of Monster.co.uk
Site:
Online recruitment sites have become more popular over the recent years, with many potential jobseekers searching online for their job, simply by uploading their CV along with a covering letter so that employers could filter through and find the right candidates to interview for the vacancy, shortlisting against the criteria and making sure the candidates have match the right skills. Monster.co.uk is one of the largest online recruitment site used by thousands of job seekers.  Below is a print screen taken from www.monster.co.uk 


 Source: www.monster.co.uk


Layout:
As you can see from the print screen taken from Monster.co.uk, the site is clear and well-structured, with purple and white being the dominant colours representing monster, the site has clear headings where you could type in what type of job you are currently looking for, and the location you would prefer, you could also upload your CV online for potential employers to contact you if you have the right skills and experience. The page is quite colourful and eye-catching. Another clear aspect on the site is you can sign up or log in and make changes to your account, you could also save time and apply for multiple jobs at the same which is timesaving and effective for people who have other commitments. Jobseekers could easily filter through 1000s of pages of jobs that they are interesting in and narrow the search and location. Monster.co.uk has different types of jobs in the following sectors including retail, admin, sales, finance, marketing etc. Monster.co.uk also provides beneficial advice to potential job seekers to help them get their dream job, such as free CV templates, covering letter examples, UK average salaries, reason why you didn’t get that job etc.  The site is also user-friendly, easy to use and you can navigate around the site from one section to another.


Accessibility:
The accessibility of the information available and accessible on Monster.co.uk is user-friendly, the information they have on the site gives potential jobseekers tips and advice on how to get the job, interview tips, and the chance to apply for multiple jobs at one time making it easier for them, and jobseekers can also apply for multiple jobs at the same time by clicking on the batch apply section.  
  




Effectiveness:
Monster.co.uk has many aspects available on their recruitment site such as training courses that jobseeker might be interested in, tips and advice on interviews, CV templates, examples of covering letters etc. Overall I would state that monster.co.uk is a really good and well-structured site which has many features and jobseekers can navigate from one section to another easily.


 E-recruitment campaign:
 “Really Goode online recruitment campaign” by Murphy Goode.
I came across this online recruitment campaign  “Really Goode online recruitment campaign”,  by  Murphy-Goode Winery which was launched back in 2009, it really caught my eye as I felt it was a quite interesting campaign as opposed to some others I looked at. This campaign was linked to many social networking sites such as Facebook and Twitter, blogs, social media sites as well as YouTube, in order to promote the business as well as increasing the market share of the company.  Murphy-Goode Winery was a family owned wine business based in USA. Murphy-Goode Winery aim was to promote his wine company through different sources and through social media, as mentioned above. Murphy-Goode wanted to hire an individual offering a $10,000 salary as well as accommodation. The individual was to promote the company and wine and let others know how luxurious it was by marketing it. The job seems to be interesting as the individual was not only offered a good salary accommodation was also provided and the individual was privileged to try out the different wines and promote them via social networking sites in order to increase its market share and profit. The advertisement of the campaign was eye-catching and fascinating to watch showing the country the wine is made from,  how wine is enjoyed by a group of people getting together and having a good time, the advertisement makes people want to experience  and tasty the wine for themselves to see how luxurious it is. Another aspect that I found was quite interesting in the campaign was viewers could rate the best applicants although Murphy-Goode has the finale say. Overall this is an excellent example of what could be achieved by online recruitment campaigns like this one which continues to challenge the  benchmark on online recruitment. The link below shows the advert “Really Goode” online recruitment campaign:


Shldirect.com
I went on to the slhdirect.com and completed some of the aptitude tests provided. Many employers go to great lengths to get the right candidate for the job, since most of our time is spend at work it is important that our abilities and interest match the job, in order to be motivated. Employers consider what type of behaviours and abilities we have by having competency tests, I am personally not too keen on similar tests to be used as a recruitment tools, before gaining an interview as many people tend to just guess the answers and they are not necessary right. Different assessment methods are used these vary depending on the employers each stage is designed to assess the individual’s ability for the job which they are applying for, could be CV and application form, interviews, ability tests, personality rests and stimulation tests etc. I felt that they were useful to some extent before gaining an interview, allowing interviewers to assess the individual’s ability and understanding, and see if they are right for the job however there are also many disadvantages of using aptitude tests as part of a recruitment process as people could always make up the answers or get someone else to take part in the tests this  is what I felt was one of the weaknesses of having aptitude tests, another could be the individual tried to answer questions which they thought the employer would like to see rather than their own opinion. There were different types of tests available such as verbal and numerical tests etc. I took part in their verbal reasoning test this is where you could pick a statement such as true, false or cannot say answer to the questions being asked etc. I felt these types of tests were good, however I felt people could easily rush and select the wrong answers as they were timed or guess the answers which they thought would get them the job which is wrong. Many employers such as Nationwide Banking using verbal and numerical reasoning tests as part of their recruitment process as it gives them an idea  if the candidate is right for the job, if they successful and  pass this stage then they are to go onto the nest stage which is an initial interview, these test could be a disadvantage as mentioned above and also  to people with disabilities or people who cannot use computer, as they may be good at the job but struggle on the tests due to their circumstances.








Conclusion: Overall recruitment plays an important role in every business in order to ensure the right candidates are recruited for the job, and employers take measures such as aptitude tests as part of their recruitment process, before interviewing potential candidates.  Also online recruitment campaigns are also growing and more people are becoming familiar with them. Aptitude tests are used by many employers now as part of their recruitment process, however they do come with disadvantages as people tend to make the answers up or get others to do the test for them, I am not too keen on having aptitude tests to be used as a recruitment tool before gaining an interview, as I feel they are not always done correctly.


References:
   [1] Murphy, G (2009) Murphy-Goode Winery [Online] Available From: www.areallygoodejob.com [Accessed 20th February 2012]
[  [2] Mullins, L. (2007) Management & Organisational Behaviour:  8th edition. Harlow: Prentice Hall.
[  [3] SHL Group Limited (2011) Practice Test [online] Available From:www.shldirect.com [Accessed 20th February 2012].
[ [4] Simpson, M (2012) PowerPoint.

No comments:

Post a Comment