3.3.7 Semi – structured interviews This interview method of research is used to gather focused, qualitative textual data. A semi structured interview is open-ended, allowing new ideas to be freely exercised by the researcher during the interview process as a result of what the interviewee says. The interviewer in a semi-structured interview generally has a framework of themes to be explored. (Wikipedia, n.d) A semi- structured interview is a meeting in which the interviewer does not strictly follow a formalized list of questions. They will ask more open ended questions, allowing for a discussion with the interviewee rather than a straightforward question and answer format.
What do Recruitment Consultants do? Recruitment consultants job is to attract candidates and matching them to temporary or permanent positions with client companies. Consultants work with client companies building relationships to gain a better understanding of their recruitment needs and requirements. In other words a manpower recruitment consultant is intermediary between corporate who looks forward to recruit staff and the people who are looking out for jobs. Manpower consultant has two customers Client and the Candidate.
3.5.1 Unstructured interview In the starting phase of the project, unstructured interviews were conducted in order to help the researcher to better understand the project problem and what happened with this problem. Unstructured interview is same as conversation, which can be conducted through informal discussion with open-ended questions. Conversations were made in the first three weeks of the entire period. Unstructured interview questions 1. What is the background of the problem?
Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation. The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan Theon recruitment andselection and involvement of qualified management team, recruitmentprocesses followed by companies can face significant obstacles inimplementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their inhouse management skills to apply generic theories within specific organizational contexts. Executive chef of Dusit Thani Maldives is going to be joining with another Resort in a month.
Why do we say that recruitment is an UN-ending process? For the simple reason that some employees resign, some retire and some may die. More importantly organizations diversify, open new branches, launch new products in new markets. Hence new employees are required to join the organization. Recruitment is a set of activities and organization uses it to attract potential job candidates possessing appropriate characteristics to help the organization reach its objectives.
The recruitment process in a company is going to be analyzed in this assessment. A recruitment process in a company means that the company is growing and to go on with this process they need to hire more people so any aspect in the company can be covered perfectly, and to cover that correctly and being able to find the right person the company needs time and a proper process. If you select the wrong people the company will waste money and time due to the time a company needs to hire people and to train them. In order to avoid that we cannot be in a rush and the company needs to take time. However, it is advisable not to take too much time because of the factors above, a company needs to set an efficient selection process.
RECRUITMENT Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. INTERNAL SOURCE:- -Transfer: - transfer refers to a change in job assignment. It may involve a promotion or demotion or no change in terms of responsibility and status. A transfer may be either temporary or permanent depending on the necessary of filling jobs. Promotions involve upward mobility while transfer refer to a horizontal mobility of employees.
Several methods also can be used for the individual or group such as; (1) Interviews: “A way to collect a variety of data and information from the incumbent by asking the employee to describe the tasks and duties performed. However, this method curry out an advantage; the employee is allowed to describe tasks and duties that cannot be observed. At other hand the disadvantage that the employee may overstate or skip tasks and duties.” (Methods Of: Interview.
The employment procession starts with the recruitment process which is finding potential new recruits and choosing whom to take on. Recruitment is attracting individuals who are in the job market as job applicants and the process of finding and attracting suitably qualified
(iii) Semi-Structured Interview is a blend of structured and unstructured, where the interviewer will ask a small list of similar questions to all respondents. Here the tool is more in the form of a guideline, it only comprises of important points so that the researcher might not miss out on any information. - Focus group discussions (FGD): a group of people are asked about their perceptions, opinions, beliefs, and attitudes towards an issue under study. Open ended questions are asked in an interactive group setting where participants are free to discuss an issue with other group members. The researcher only plays the role of a facilitator, triggering the discussion and noting the