“If an HR person is trying to choose people for an organization, knowing their values are very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor Rodger Collins

The aim of this report is to:

• Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. • Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce. • Describe at least 3 factors that affect an organisation’s approach to recruitment and selection. • Prepare a Recruitment Authorisation Request to the MD comparing and contrasting the benefits of at least 3 different recruitment methods and three different selection methods.

The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent

Does the vacancy need to be filled? If a member of staff has left or is intending to leave in the near future, can the vacancy be filled by splitting the job between other employees? To investigate the possibility of this a job analysis would be required to gain information from the leaver and line manager via the exit interview process as to the feasibility of absorbing the required tasks into existing employee’s workloads.

Why does the vacancy exist? As previously mentioned an exit interview would be carried out by the line manager, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that criticism is a helpful tool for organizational improvement. Exit interviews are also an opportunity for the organization to enable transfer of knowledge and experience from the departing employee to the replacement allowing for a smoother transition.

Is there the possibility of promoting from within the current structure? By restructuring the area where the