1) What needs to be done to verify the effectiveness of a recruitment process?

2) To what extent is the recruitment process your group has researched suitable for the above organization? E.g. advantages, risks, stakeholder perspectives.

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Mercado is a medium-sized, UK retail organization preparing and selling food from sandwiches to baked food and occasionally catering for special events. Stores vary in size from 5 to 50 employees depending on their location and product offering. Mercado's HR strategy is: 'to provide improved capability to become the best food retail HR function and make Mercado a great place to work. New HR processes were introduced in 2007 which meant that many of the functions involved in recruitment and selection were centralised in the 'HR Shared Service Centre'. This was started in Scotland but is not yet operational throughout the whole of the UK. There have been issues with in-store recruitment processes because staff were dealing with a large number of CVs (resumés) and application forms. The number of applications at peak recruitment times, for example before Christmas, could be overwhelming. It was also recognised that the application screening process was not always robust, as department managers sometimes had to interview candidates who were not really suitable and this was not the best use of their time. Problems also existed in keeping up with the applicants' references. Eddie Pitt, the grocery manager in the Fenwick store, raised the subject regularly in the weekly meeting of department managers. For the company, it is hoped that a centralized recruitment process not only creates 'talent pools' for specialist and hard-to-recruit roles but also deals with more standard, easy-to-find job functions. A well-developed recruitment strategy will really assist HR planning and induction training. RECRUITMENT METHODS A. University / Business Schools; D. Recruitment (Search) Agency; B. Headhunters; E. Specialist Journals; C. LinkedIn; F. Company Website Mercado is a medium-sized, UK retail organization preparing and selling food from sandwiches to baked food and occasionally catering for special events. Stores vary in size from 5 to 50 employees depending on their location and product offering. Mercado's HR strategy is: 'to provide improved capability to become the best food retail HR function and make Mercado a great place to work. New HR processes were introduced in 2007 which meant that many of the functions involved in recruitment and selection were centralised in the 'HR Shared Service Centre'. This was started in Scotland but is not yet operational throughout the whole of the UK. There have been issues with in-store recruitment processes because staff were dealing with a large number of CVs (resumés) and application forms. The number of applications at peak recruitment times, for example before Christmas, could be overwhelming. It was also recognised that the application screening process was not always robust, as department managers sometimes had to interview candidates who were not really suitable and this was not the best use of their time. Problems also existed in keeping up with the applicants' references. Eddie Pitt, the grocery manager in the Fenwick store, raised the subject regularly in the weekly meeting of department managers. For the company, it is hoped that a centralized recruitment process not only creates 'talent pools' for specialist and hard-to-recruit roles but also deals with more standard, easy-to-find job functions. A well-developed recruitment strategy will really assist HR planning and induction training. RECRUITMENT METHODS A. University / Business Schools; D. Recruitment (Search) Agency; B. Headhunters; E. Specialist Journals; C. LinkedIn; F. Company Website

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1 To verify the effectiveness of a recruitment process several key steps can be taken a Metrics and Key Performance Indicators KPIs Define and measure relevant metrics and KPIs to assess the efficienc... View the full answer