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the recruitment process - Coggle Diagram

- - - - up to 10 people work inside the pita pit stores
      - 50 people work in HR
      - th over 90+ locally-owned and operated stores nationwide,
    - - They havbe a sustainable message along with friendly staff
      - We care for the health and wellbeing of our customers, our people and our planet. In our stores you'll find only the best, natural fillings and ingredients sourced from our team of suppliers, farmers, bakers and artisans throughout New Zealand. Our team are consciously working to reduce our environmental impact on our planet starting with minimising plastic waste and using sustainable, free range, free farmed and local ingredients wherever possible. We hold ourselves to a high standard to ensure that our customers not only receive the best tasting Pita in the world but can rest assured it's better for you and the planet too, as we consistently strive to be better
    - - a variety of different food options along with pitas they also have, salad bowls , wedges, nacho chips, chicken tenders, grilled pitas, pizzas all that can be created into a meal with a side of brownies and/or a cookie and drinks. They also provide ctaerting for work functions and parties.
    - - fit and healthy people looking for a easy alternative tp fast food that is still healthy
    - - is to make it more accesible and have people fueled and eating healthier
    - - pita pit is avaibale all seasons but has the most foot traffic in summer when there is lots of people surrounding takapuna beach in look for a refreshing healthy snack.
- - - - used if a particular type of a person is required for the job, if the job requires the ability to work under stress or if the person will need to fit in as part of a team of people.
    - - the most common type where they sit down in front of one person or a pnael and are asked questions - this can also be whn the applicant ask questions to the employer about the job.
    - - predict hiow well applicants can perform a particular job or tsks relevant to the job. it icnludes aspects such as - spaticl awrness
        verbal resoning
        numeracy
        problem solving etc
    - - ims to show the ability of the candidate to carry out certain tasks.
    - - the applicants are asked to do a work trial to see if they have the initiative to work well in the business, can be a good fit with existing employees and to stimulate the real working environment.
  - - - disovery shift
        
        Means you can hire them without a contract - has no employment laws
        
        Test how they connect with the group
        
        There work ethic
        
        To make sure you actually want them to work for you.
    - - his would then allow the best person for the job to be chosen. The main purpose of an interview are to assess, in the shortest possible time:
      - · The applicant’s ability to do the job
      - · Any personal qualities _ that are an advantage or disadvantage
      - · The general character and personality of the applicant – will they fit in?
    - - The types of question asked in an interview are likely to include:
      - · Why have you applied_ for the job?
      - · What do you know about this company?
      - · What qualities do you have to offer the company? (Why should we offer you the job?)
      - · What ambitions do you have?
      - · Tell me about your hobbies and interests. (What do you do in your spare time?)
      - · Do you have any questions to ask?
- - - - The level of educational qualifications. (essential)
      - · The amount of work experience and type of experience that would be beneficial.(essential;)
      - · special skills, knowledge or particular aptitude.
      - · Personal qualities, such as type of personality.
- - - - Screening is the process of going through applications that have been received, identifying and removing those that are unsuitable. These applications can be removed quite quickly, the remaining applications have become the long list.
        
        This could be because the applicant has not provided the correct information,
        
        they have spelling mistakes (showing they made little effort with their application)
        
        or the application is not tailored to the job on offer (indicating they want a job but not your job specifically!)
    - - From the long list the remaining applications are read through more carefully. The business will compare what the applicant has supplied to the expected job description and the ideal candidate they would like by using the person specification. They will then rank the applications and make a choice of the best applications by choosing the top three to eight. This smaller number is referred to as the short list and this represents the group of candidates to be interviewed , and perhaps also tested for job suitability.
        
        they willl look at these more carefully nd call up the referees to help them decide - it will give them the postivie and the ngative of te applicants and what there work ethic is like
        
        As part of the application process, job applicants usually are requested to do the following.
        · Submit a letter of application or application form which should outline:
        o Why the applicant wants the job
        o Why the applicant feels they would be suitable
        · Submit a curriculum vitae (CV). This is a summary of a person’s qualifications, experience and qualities, and is written in a standard format. A CV must be well laid out and clear. It should usually contain the following details:
        o Name
        o Address
        o Telephone number and e-mail address
        o Date of birth
        o Nationality
        o Education and qualifications
        o Work experience
        o Positions of responsibility
        o Interests
        o Names and contact details of referees (for references)
        
        use here job analysis and person specification to see who is the right fit for thw role - comparethere jobb description and person specification with each CV
        
        they dont generally make a long list/shortlist they jsut interview based on who they think its better
  - - - phoning up the referes means they already know what to expect qhen going into the interview and that can help tghem trage questions on what they want to know.
      - gets them the best applicants for the job and makes sure that they are going into the interview confident with each ofthse applicants and who they are on the lookout the mmost.
      - Shortlisting will help to speed up and better manage the hiring process. aa rhey dont have to interview and deal with lots of candidates One of the benefits is that it establishes standards for ideal candidates. It also gives an organisation valuable insight into the recruiting strategy.
      - means they are trying to find the best candidate to fit inside the company and know how o dot he job well and therfore boost productivity.
    - - call the applicants an ask them questions about there CV to see if they have patients, can articulate themselves properly
      - Shortlisting will help to speed up and better manage the hiring process. aa rhey dont have to interview and deal with lots of candidates as his takes valuable time out of the workday of a bsuiness so not having as many people to interview means more time focused on running the business still.
      - phone up the references to ask them questions - calls makeit more genuine (helps to see if this person would fit in he pita pit company and what there work ethic and skills where like in previous companys.
- - - - Every employee must have a written employment agreement. This is a contract, a legal document that outlines what the employee and employer (the parties to the agreement) can expect of each other. It states the employee’s rights, duties and responsibilities. Typical contents are:
      - · Names of the parties
      - · Start date (and end date if the position is a fixed – term one)
      - · Job title and duties
      - · Hours of work
      - · Place of work
      - · Wages / salaries and any allowances that will be paid
      - · Holiday and leave entitlements
      - · Code of conduct – the do’s and the don’ts (tikanga)
      - · How employment relationship problems will be resolved
      - · Acceptance and signatures.
- - - - A job description has the following functions:
      - · It is given to the candidates for jobs so they know exactly what the job entails.
      - · It will allow person specification to be drawn up, to see if the candidates ‘are suited to the job’. So that people with the correct skills will be employed.
      - · Once someone has been employed, it will show whether they are carrying out the job correctly _. If any other disputes occur about what the employee is asked to do, it is something both the employee and the employer can refer to in order to resolve any issues.
    - - he title of the job, for example, secretary or waiter.
      - · The area or department of the business in which the person will work, for example, the Marketing department or restaurant.
      - · Who the job – holder is responsible for (anyone the employee will be in charge of).
      - · The purpose of the job (a summary of the job itself).
      - · The main duties of the job (a list of the duties that the employee will be expected to carry out).
      - · The conditions of employment – salary, hours of work and staff welfare.
      - · training that will be offered.
      - · Opportunities for promotion .
  - - - It helps HR departments and external recruiters to streamline the selection process and attract a higher number of suitable candidates for interview or further selection. A job description helps to streamline the selection process.
- - - - Induction refers to introducing someone to an organisation, training them and making them feel comfortable in their new position. The induction process varies from job to job. It may take one or more of the following forms:
      - · Using a ‘buddy’ to show the new worker their work space, how to log in to the computer system, where to find things, and to introduce the new person to their colleagues.
      - · Using a hard copy or an online induction manual that has been written for the organisation.
      - · A formal induction programme that is run by the Human Resources department. This generally occurs in large businesses or if there are several new recruits all starting work at the same time. The programme might take one day or be a more formal process that takes several weeks.
    - - An important part of the induction process is gathering information for the recruit’s file. The following documents are standard requirements:
      - · Employment agreement _signed by each party
      - · Record of employee’s bank account details for direct credit of their pay
      - · phone number
      - · Proof of citizenship or work permit
      - · Copy of driver’s licence
      - · Employee’s authorization for pay deductions such as union membership fees, Kiwisaver fund contributions or health insurance premiums.
  - - - Got uniforms
      - Singed Contracts
      - Got all there employing bank detail and all tax details
      - Using the online website pit stops there are e learning tools that show you videos and have quizzes so that they have the information needed to be equipped to do the job well.
      - Has to pass the modules in order to work.
  - - - Saves a lot of money and time. ...
      - Reduces employee turnover. ...
      - Ensures operational efficiency. ...
      - Makes the new employee feel respected and valued. ...
      - Provides the necessary information. ...
      - Helps in establishing good communication.