How to Improve the Recruitment Process : Case: MML-Group
Syrjä, Matti (2017)
Syrjä, Matti
Tampereen ammattikorkeakoulu
2017
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2017060111814
https://urn.fi/URN:NBN:fi:amk-2017060111814
Tiivistelmä
Successful recruiting is one of the most important operations in a modern-day company. Finding the right employees for the right positions is crucial also for MML-Group. In MML-Group’s case it is also fundamental that the process of hiring new workforce can be executed quickly.
The objective of this study was to find ways to improve the overall quality of the recruitment process and make it less time-consuming for the people involved in the process.
A questionnaire was sent to the back office workers of MML-Group to find out where the points of focus would be. Total of eight people answered the survey with a varied range of knowledge on the subject. The study is heavily depending on three respondents who were most in touch with the subject and possessed a meaningful amount of infor-mation. In addition to the survey the study is based on theoretical frame of reference.
Data gathered from the survey indicated that there are many opinions as to where the problems lie. The HR coordinator stated that the areas most in need of development were of a practical nature, concerning the use of electronic databases and tools. Others who held managerial positions and had more of a supervisory role, thought the problems were more along the lines of interview quality and personal schedule issues.
In order to improve the quality of the recruitment process at MML-Group, more stand-ardized methods and practices have to be implemented and used throughout the process.
The objective of this study was to find ways to improve the overall quality of the recruitment process and make it less time-consuming for the people involved in the process.
A questionnaire was sent to the back office workers of MML-Group to find out where the points of focus would be. Total of eight people answered the survey with a varied range of knowledge on the subject. The study is heavily depending on three respondents who were most in touch with the subject and possessed a meaningful amount of infor-mation. In addition to the survey the study is based on theoretical frame of reference.
Data gathered from the survey indicated that there are many opinions as to where the problems lie. The HR coordinator stated that the areas most in need of development were of a practical nature, concerning the use of electronic databases and tools. Others who held managerial positions and had more of a supervisory role, thought the problems were more along the lines of interview quality and personal schedule issues.
In order to improve the quality of the recruitment process at MML-Group, more stand-ardized methods and practices have to be implemented and used throughout the process.