HR Recruitment Report: Analyzing HR Recruitment at King's College

This report provides an analysis of the human resource (HR) recruitment process, focusing on factors influencing the recruitment of employees, particularly within the context of King's College Hospital. The report begins with an introduction outlining the importance of selecting the right candidates to reduce employee turnover and ensure long-term engagement. It emphasizes the need to define requirements, consider fund availability, and analyze government policies before initiating the recruitment process. The report then delves into the factors to be considered during recruitment, including legislative and policy frameworks, such as the Employment Act 2002, Employment Relations Act 2004, and Equality Act 2010. It describes the steps in the recruitment process, including inviting applications, analyzing application forms, conducting interviews, and selecting personnel. The report highlights the importance of adhering to these steps to ensure the selection of suitable candidates and improve the overall effectiveness of the recruitment process within the hospital. The report concludes by emphasizing the importance of HR managers considering these factors and following the recruitment process to reduce employee turnover, which is a major problem for health and social care firms.

MANAGING HUMAN RESOURCE
Introduction
In recruitment process firm find out a right candidate that must be a
best candidate for job and engage his for longer period of time so that
employee turnover could be reduced in King's College Hospital
because they have limited resources for hiring many people in their
hospital. Recruitment procedure also involves selection process that
is hiring new employees for job that is a most perfect match for job
among all who have applied for post. After chosen candidate gets
appointment letter that includes all variants that are associated with
job.
Factors to be considered when planning the recruitment of
individuals to work
For hiring new personnel’s in hospital HR manager must consider
some factors that are helpful in recruitment process. In association it
is a duty of manpower head that he should hire those candidates or
person could possess all actions in an effective manner so that firm
can make his patience’s happy with highest satisfaction from
service. With recruitment procedure senior must choose that person
who will not be a part of corporation's problems that is affecting
working of hospital and generating dissatisfaction among clients.
There are some important factors that should be considered in
process of recruitment in association.
 Defining Requirements
 Fund availability
 Advertise about vacant position
 Government policies
Defining Requirements: For what reasons
a person is hiring is must be clear so that
manager could assign him task with all
related rights and responsibilities. With
help of this action candidate will be able
in serving his clients in best suitable
manner.
Available fund must be analysed
before assigning them for selection
process.
After analysing finance employer
advertise for vacant post in newspapers,
televisions, social media, internet etc.
options.
Government policies must be taken
into consideration so that effective
planning could be done.
Vacant position must be filled by internal
recruitments and still they are left blank they
will be filled with external selection process.
Factors for recruitment process

Legislative and policy frameworks
Recruitment & selection process has been changed after
appointment of new HR manager in King's College
Hospital. New head of manpower department has been
analysed all government rules and regulations that are
related with employee welfare so that they could remove
problems like some are working for hours and other are
doing task for lesser period of time and after made new
policies and strategies according to them. There are some
laws and legislations that must be analysed and
explanation of these are stated as below.
Employment policy and Legislation employment act,
2002 – This rule states that how conflicts to be reduced in
workplaces and it also shows correct path related to
solutions. Redress for problems that is written in law are
equal treatment for fixed term employees and other matter
associated to it, proper learning of trade union
representative etc.
Employment relations Act, 2004 – This rule came in
force when workers are having lots of issues at their
workplace and team building was been affecting by these
kind of issues. This is a main problem with King's College
Hospital is dealing now so with assistance of this act
manager will be able in maintaining adequate and
sophisticated bond among teammates.
 Employment policy and Legislation
employment act, 2002
 Employment relations Act, 2004
 Equality Act, 2010
Equality Act, 2010 – This new legislation
replaced all older laws that are sex
discrimination, race relation acts etc. it come
with new concept that is, every employee must
be consider on same page and they should not be
differentiated on the basis of gender, religion,
caste etc. and they must be paid as per their
assigned task and should be rewarded for their
extra performance in corporation.
Legislations: There are some approaches that was used by
newly hired HR manager of King's College
Hospital. Elaboration of these steps are as follows:
Inviting Application – supervisor firstly invite
applicant's resume for further judgement by posting
ads on online as well as offline. These application
must contain all required qualifications and
capabilities that is associated with post.
Analysis of Application Forms – Another task that
has to be done is a deep study of forms so that
senior could find out possible options that are
reflecting their skills as they are very compatible
for this job. This step helps in selecting all possible
options.
Taking Interview – After making selection of best
outcomes Hospital manpower head invited them for
a face to face round and asks them all relevant
questions that has to be asked in interview. This
action enables management team to choose bets
suitable match for as per their requirements.
Selection of Personnel – It is a next action just after
interview and employer make selection on right
candidate and calls him for induction program. This
step is based on detailed study of interview activity
as if wrong candidate has been choosing then it will
increase employee turnover for health and social
care firm.