Health and Social Care Management
Question 1
1.1 Factors to be considered when planning the recruitment of individuals to work in health and social care
According to Foot & Hook (1999), for the recruitment of the two vacant posts there are some factors to be considered such as planning recruitment policy, overall aim of recruitment, organizational objectives, personnel policies of the organization, government policies, need for the organization and confirm the vacancy, legislation for the post selection, recruitment cost and financial implications etc. Now the factors are described below:
Defining requirements is the most important factor for recruiting a candidate. Sometimes there are some opportunities to replace an employee for fulfilling the company needs. So it should be justified and checked first. Requirement for the particular post should be set out in role profile form and person specification. A role profile where competence, skills, educational and experience requirements need to be provided to assess a candidate in a easier way in interview. Moreover, technical competencies, behavioural and attitudinal requirements, qualifications, training, experience, specific demands, manual handling competency, special requirements etc are need to be considered while recruiting the vacant posts in health and social care sector.
Armstrong (2006) states that internal recruitment may be considered firstly but if the organization becomes failure in this method they have to advertise for the vacant post. For advertising internet system, local and national newspaper, agencies, job centre pluses can be used. Advertising is necessary because it is one of the most effective methods for attracting candidates. In addition, an organization or a company should be more flexible to compete with the other employers to attract the candidates.

Without these, an organization