Introduction and overview of the country
The United Kingdom has an approximate population of sixty-million, with an employment rate of 72%. Most men in the country work on a full-time basis, while 40% of the whole population are part-time workers. As a significant shift in the division of workers, the country is characterized by eighty percent of British employees working in the service sector. Most importantly, growth in foreign investment. The fact that the United Kingdom is a member of the European Union, labor practices and standards are influenced a great deal. The United Kingdom comprises of countries like England, Scotland, wales. The country has a government system that has a constitutional monarchy and a commonwealth realm. Nearly 80% of British workers are employed in the service sector (Bamber & Lansbrry, 2015, p. 3). The European Unions’ involvement influences labor standards and practices, although Brexit is underway. There is a rising number of migrant employees, especially among low-wage earners. In 2014, the unemployment rate was recorded at 7% of the workforce. This information can be useful to consider when hiring new locals for a task within the region.
Recruitment practices in the United Kingdom
In the United Kingdom, the state of recruitment is very uncertain in the sense that recruiters make efforts to identify the latest approaches to a new and challenging labor market. The most challenging idea that has maintained over time is the value credited in filling jobs available and attract new top talents in the country. There is an essential recruitment trend in the UK, as well as a crucial section that recruiters can utilize in the latest landscape. The process of recruitment in the UK is similar to those in other developed states in the world. The most common way to get a job is to maintain the value of relationships. In this case, since there is a disaster that has made online job recruitment processes impossible, the alternative method is through classified advertisements, making direct applications, job affairs and career events, and networking.
Classified advertisements
Magazines, newspapers, journals, and posters are among the best methods that job seekers in the UK can use as one of the recruitment processes. Since most of the citizens in the United Kingdom speak English, most companies make use of English as their primary language of communication. Therefore, it is easy for job seekers to look for jobs.
Direct applications
Job seekers in the UK can take the initiative of directly applying for jobs. It is possible if they have relevant information about the company and the type of job the person is searching for. Applicants can visit the websites of the company to which they are applying, and fetch essential details about the company and the job as well. In so doing, the applicant has to prepare a cover later and an application then, with a CV. After doing this, the applicant should deliver the form to the company through a personal presentation.
Networking
Networking is essential for most companies in the UK since they do not depend on preparing public advertisements to look for job seekers. Building network relationships is necessary for the UK since it is beneficial in finding jobs. However, because the process of recruitment takes a lot of time, a good number of the companies in the UK recommend outsourcing from eternal partners, since it increases the chances of people who are looking for jobs from foreign countries to benefit from the opportunity. The best form of networking that is commonly used in the UK is social media and social networking sites like Facebook (Andrea Broughton, 2013).
Selection practices
Many companies in the UK use phone calls to conduct interviews before conducting written tests like personality profiles. The final step in the selection process is face-to-face interviews, whereby the hiring managers will select the best applicant as the one who fits for the job. The hiring managers must consider the cultural background of applicants in the process of hiring. The best option is to pick on applicants with extensive knowledge of cultural awareness.
Miscellaneous information
The UK labor policies control the relationships between trade, employers, and workers. Various sections of the constitution protect employees against exploitation and low wages. These sections play a considerable role in protecting the well-being of employees. Before further screening occurs, the involved locals should ensure that the indispensable recruiting and selection principles have been accepted (Petzal, 2014, p. 19). This should be agreed based on the job description, role profile, and individual specification. The objective should be to develop a controllable talent pool to reflect further. Such screening concepts are doubtful to inform the recruiters of more information about the locals’ characters, work ethics, and values. Subsequently, telephone interviews should be carried out, accompanied by early referencing checks to acquire a more rounded perspective.
Bibliography
- Bamber, G & Lansbury, R, 2015, International & comparative employment relations. SAGE Publishing.
- Petzal, S 2014, Handbook of Strategic Recruitment and Selection: A Systems Approach. Emerald Group Publishing. Copyright.
- Andrea Broughton, B. F. S. L. a. A. C., 2013. The use of social media in the recruitment process. Research Paper, pp. 1-2. Anon., 2016. Recruitment and Selection. The Royal Holoway university of London, Issue 8, pp. 10-13.