recruitment selection process

October 19, 2017 | Author: Pins Sticker Ina | Category: Recruitment, Interview, Employment, Cosmetics, Human Resource Management
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recruitment selection process...


Cristea Catalina – Andreea Group 137 B

Recruitment - Selection system implemented by L'Oreal Company L'Oreal, the world leader in cosmetics and perfumes, has been in the beauty products for over 100 years and has built an impressive portfolio of 23 international brands. With sales of about 19 billion euros in the first three quarters of 2011, L'Oréal is present in 130 countries and has 66,600 employees. Regarding sustainable development, Corporate Knights, a Global Responsible Investment Network, has selected L'Oréal in 2011 for ranking "Global 100 most sustainable companies in the world." L'Oréal has received this award for the fourth consecutive year. In Romania, the company L'Oreal has been present for over 14 years, has over 130 employees and a portfolio of nine brands are distributed across the country. The recruitment and selection process is important for new and established businesses alike. Your human resources department has the support and expertise of employment specialists who assist hiring managers with the procedures to ensure your company’s leaders are making wise hiring decisions. There are several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment. Sourcing Candidates: This is the first step in the recruitment and selection process. Sourcing candidates means your employment specialist is using a variety of methods to find suitable candidates for job vacancies. Sourcing can be done via online advertising on job and career sites or professional networking and participation in trade associations. Another creative sourcing technique employment specialists utilize is monitoring employment changes at industry competitors to recruit applicants familiar with the same type of business you are operating. However experienced you are, the first days in a new working environment are always full of challenges. You will probably feel excited, enthusiastic – and rather nervous, too. One of their priorities at L’Oréal is to welcome people properly and provide ongoing support right from the outset. Whether you’re a recent graduate or an experienced professional, they’ll provide you with a personalised integration programme. Tracking Applicants: The next steps in the recruitment and selection process are tracking applicants and applications and reviewing resumes. Applicant tracking systems (ATS) are becoming extremely helpful to employers, and this technology aids in the management of job vacancies and applications for every open position. Employment specialists use ATSs to review applications and resumes. Following your employment specialist’s applicant review, he can then decide which applicants he wants to interview. With some ATSs, applicants can track application status. An ATS can be developed for organizations of any size, including small businesses. Every employee is unique in terms of their experience, background and career path and so they created L’Oréal FIT (Follow-up & Integration Track) as a two-year, personalised integration and support programme adaptable to the needs of all new employees at L’Oréal. This global integration programme allows them to enrich and perpetuate their group’s professional culture while taking account of each subsidiary’s cultural characteristics and local needs. From the moment you arrive this programme will help you acquire field and product experience, providing

you with a personalised schedule of meetings, training and round-table discussions, on-the-job learning with your line manager and individual guidance via mentoring and HR support. Preliminary Phone Interview: Conducting a preliminary phone interview is essential for obtaining information about the applicant’s background, work history and experience. When your employment specialist conducts a preliminary interview, the objective is to determine whether or not the applicant has the requisite skills and qualifications for the job vacancy. Consistent with widely accepted human resources practices, it is recommended a quick initial review that will reveal those applicants who obviously do not meet the minimum requirements for the job. While an employment specialist may probe further into the applicants experience and interpersonal skills, the purpose of this interview is to narrow the field of applicants to send for consideration by the hiring manager. Face-to-Face Interview and Selection: In this stage of the recruitment and selection process, the hiring manager reviews the applications and resumes the employment specialist forwarded to her. The hiring manager invites the applicant to interview face-to-face; communication about the interview and scheduling is generally handled by the employment specialist. This ensures that all qualified applicants receive the same information. At times, the employment specialist will prepare the applicant for the faceto-face interview. After the hiring manager interviews the applicant, he further narrows the field of candidates from which to select for the job opening. Extending an Employment Offer: Once the hiring manager decides which candidate is most suitable for the job vacancy, it is time to inform the candidate of pre-employment matters, such as background inquiries, and, if applicable, licensing information. When recruiting for positions where you negotiate the terms of employment, compensation and benefits, and other issues, a draft employment offer may change hands from the candidate to the employer until the parties reach an agreement. An employment offer should always be in writing to document the terms of your agreement with your prospective employee. On your first morning with L'Oréal you might be asked your views on the chemical components of a new face cream, consulted on the psychology of soap packaging, or expected to advise on departmental budgeting. By the time you've sampled working life in five departments your intellectual frailties and untapped strengths will have been revealed, and you might discover that your life's fulfilment lies in research and development, rather than a public relations career you'd always hankered for.Mercifully, this voyage of self discovery can be undertaken from your desk. No need to battle hundreds of other hopefuls for an internship with the cosmetic giant or to face down a critique of your failings from a manager – the adventure is courtesy of an online recruitment game to be launched this summer by L'Oréal. In the virtual world of reveal, anyone with a few idle hours to spare can try their hand at typical corporate challenges across five departments from finance to marketing. At the end, they will be given feedback on their performance, and outstanding achievers will be invited to HQ for interviews.The aim, obviously, is to tempt talent into the company, but, since the game is free to anyone, it should also help channel the ambitions of graduates or career changers who have no inclination for cosmetics. Considerations: Their company’s recruitment and selection process may the best way to achieve success in the business world.

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