UNIT 2 M2 Essay

Submitted By nayte-g
Words: 832
Pages: 4

M2- ASSESSING THE IMPORTANCE OF EMPLOYABILITY/PERSONAL SKILLS in regards to recruiting, The importance of assessing employability skills and personal skills are fundamental to finding the right candidate to fill in the acquiring position, retaining in regards to employees as these processes require analysis of employability and personal skills, to see if they are worth retaining.
Recruitment
Refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programs.
How the recruitment process works

shortlisting is important because in this stage we are comparing job description and person specification. the reason we compare them is so that we can get the best candidate for the job. However coming with the process of recruitment there is some serious rules that apply that if the other party who applying the job feels discriminated under can cause serious consequences. In the process of recruiting you cannot discriminate someone over these factors: age You shouldn’t ask someone for their date of birth on an application form. People selecting candidates for interview or interviewing shouldn’t be influenced by someone’s age. You can include a question on date of birth as part of an equality monitoring form if you use one. disabilities When recruiting you can treat a disabled person more favorably than a non-disabled person because of their disability. gender You cannot disregard someone from a job role because of their gender e.g. the applicant is a female and the job she is applying for is to be one of our management roles- in this case you cannot disregard her based on gender as for one that breaks the sex discrimination act 1975, but mainly sex has nothing to do with job roles, however if the job requires them to be a certain gender and is in no way intended for discrimination then this would only then be seen as acceptable. convictions Applicants don’t have to tell you about criminal convictions if they’re spent. You must treat the applicant as if the conviction has not happened, and cannot refuse to employ the person because of their conviction. There are some areas of employment that are exempt from this rule, e.g. schools.
You mustn’t state or imply in a job advert that you’ll discriminate against anyone. This includes saying that you aren’t able to cater for workers with a disability. Also you can only use phrases like ‘recent graduate’ or ‘highly experienced’ when these are actual requirements of the job, as this could discriminates against younger or older people who might not have had the opportunity to get certain qualifications. Where you advertise might also cause indirect discrimination - for example, advertising only in men’s magazines.
Retention
The condition of retaining (keeping) something. Successful companies need to foster a good working environment so that employee retention remains at a high level.
It is important that an employer ensures that they are recruiting the right staff.…