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HRM Assignment: Recruitment and Selection Strategy

   

Added on  2020-06-06

15 Pages2853 Words268 Views
Running head: HSBC UK RECRUITMENT AND SELECTION STRATEGYHSBC UK RECRUITMENT AND SELECTION STRATEGY
HRM Assignment: Recruitment and Selection Strategy_1
2HSBC UK RECRUITMENT AND SELECTION STRATEGYExecutive summaryThe report evaluates critical analyses of the strategies and frameworks that are followed byHSBC UK for recruitment and selection purpose. The report evaluates about the best strategythat can be implemented by the company to enhance the recruitment procedures of the company.This also analyses about the various recommendations for selections and recruitments proceduresthat can be followed by HSBC to recruit best talent and increase the efficiency and effectivenessof the recruitment procedures and frameworks.
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3HSBC UK RECRUITMENT AND SELECTION STRATEGYTable of contentsRecruitment and selection strategies...............................................................................................4Conclusion.....................................................................................................................................11Reference list.................................................................................................................................12Appendices....................................................................................................................................14
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4HSBC UK RECRUITMENT AND SELECTION STRATEGYRecruitment and selection strategiesAnalyzation of external labour strategies suggests that the availability of qualified labour isrequired to execute selection products within an organisation. As mentioned by Galbraith (2014),high employment generally suggests that seasonal employment often need faster selectionprocedure in order to get qualified employees within their sales to accommodate the demand forbusiness. Recruitment strategy of HSBC bankIn HSBC bank, recruitment and selection procedure is conducted as per the role the applicant islooking for. Moreover, they provide the outline of the job along with the responsibilities thatmust be followed by the employees towards the organization. The organization reviews the CVof the applicants in order to evaluate their skill, future goals, and accomplishments along withwork experiences. Therefore within the CV, an application needs to provide their workexperiences, last attended colleges or universities and obtained grades with degrees.Nevertheless, in the first stage of interview students are asked how they can achieve the fullestpotentiality within the bank to examine the dedication as well as confident of the student. However, the CV should not be more than two pages but within it all academic details of thestudents needs to be included. While in online assessment, type and number of assessmentgenerally depends on the post of the candidate seeking post in their bank. Online assessment canbe conducted at any time and any day but that will be informed via email. Nonetheless, somepractice questions set are also provided to crack the assessment. Short telephone-basedinterviews also conduct by the organization to verify the general skill as well s capabilities of thecandidates and the phone call takes approximately 40 to 60 minutes as per the requirement of thepost the candidate is applied in their organization. After that, a face to face interview isconducted by HSBC bank to evaluate the strength as well as examine relevant required skill ofthe candidate (Hsbc.co.uk, 2017). The tests conducted by the company for recruiting young talents are good for the management.This is because; the management gets to choose qualified candidates over candidates lessqualified. Various tests such as numerical testing and reasoning tests are conducted. Thissometimes, is proved negative for the company, as the candidates doing good in aptitude testmay not be good in other fields. Therefore, the management should conduct tests that examine
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