Policies and practises

A recruitment and selection policy is a statement of principles, outlining how your organisation will conduct its recruitment and selection process.

The aim of such a policy is to ensure that a transparent and unbiased recruitment and selection process is followed; one that results in the appointment of the best candidate, based solely on merit and best-fit with your organisational values, philosophy, and goals.

Five good reasons for having such a policy are to ensure:

-Job descriptions meet business requirements

-Candidates are assessed against consistent criteria at every stage

-The recruitment process is lawful

-The candidate can be confident it is a genuine job offer

-The process can be followed by all stakeholders.

Strength and weaknesses of recruitment process

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One of the strength is that ANZ does graduates and internship programs. At first, it may help yang students without experience to find job. Secondly, ANZ doesn’t have to pay big salaries for that kind of workers; however, they may choice those students who have batter performance in their studding and have good understanding of their subject. That’s why it is really profitable for ANZ to get workers from these programs, they should be good at doing their job and they do not have to get big salaries.

Another strength is that they often promote their existing workers which means that they get worker within the organisation. Certainly, it motivates workers to work harder to be performed and also workers who work for ANZ knows about the company a lot so managers do not need to spend time and money for induction and training.

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Weakness is that they sometimes hire people through interview. It is not the best way as not all people are good at interview even those who may be good at their job.

Conclusion

The process of recruitment is not just a way of selecting an individual into an organization based on his professional skills but also includes analysis of his social skills most of the times. The choice of the right candidate with the right attitude is necessary so as to make sure that he fits the job description completely. Any deviation or the wrong candidate will not only create imbalance or chaos in the project but will also cause loss of the money invested on the employee by the organization. Recruitment can be internal or external of an organization and is mostly handled by the HR department but, at times, can be outsourced to a third part agency.

ANZ has strong Human Resource structure which provides the banks with quality workers and make sure that all people work in good conditions and environment.

References

www.anz.co.nz\

http://smallbusiness.chron.com/key-functions-hr-department-31206.html

http://en.wikipedia.org/wiki/ANZ_Bank_New_Zealand#History

http://www.studymode.com/essays/Sales-Recruitment-Selection-Practices-Importance-146884.html

http://recruitloop.com/blog/5-reasons-you-need-a-recruitment-and-selection-policy/