BS ISO 30405:2016 pdf download – Human resource management – Guidelines on recruitment

BS ISO 30405:2016 pdf download – Human resource management – Guidelines on recruitment 4.2 Potential talent pool The purpose of identifying a potential talent pool is to create awareness about the organization (employer brand) and to attract the interest of potential applicants. This stage of the recruitment process does not typically identify characteristics of specific vacancies or open positions. Employer branding reflects an organization’s past , current and desired future reputation as a place to work , as well as the image it projects. The goal of these activities is to assist in moving potential talent to the talent poo l. A key activity is to articulate and communicate relevant information to current employees and prospective applicants , and to ensure that it is consistent to both. Employer brand refers to the perceptions people have about an organization as an employer. The employer brand affects an organization’s ability to attract people and engage and retain current employees. Communications about the employer brand can indude (but are not limited to) the following: a description of the organization’s purpose , strategy , culture and values; a description of the tangible and intangible rewards employees receive in return for their contributions. For more information on the employer brand , see 4.3 Talent pool 4.3.1 General The talent poo l consists ofpeople who possess the knowledge , skills , abilities and other characteristics for a specific job. The goal of the recruitment activities pertaining to the talent pool include: al erting current employees to job opportunities within an organization; informing non-employees that jobs are available. This clause provides guidance on activities and necessary decisions to move people from the talent pool to the applicant poo l. NOTE The talent pool is sometimes referred to as the external supply oflabour , e. g. ali engineering graduates or ali individuals who possess a degree in nursing and are licensed to practice. 4.3.2 andj or confirm characteristics of the vacancy j opening Th e objective at this stage is to identify andjor confirm the purpose , functions and characteristics of the job for which they are recruiting. People with knowledge of the position should be consulted to ensure information is current and accurate. If the open position is a replacement , the job description should be checked and updated if necessary. A job descr i ption needs to be created if none exists. The following items should...