Recruitment

Prospects is a website offering services of recruitment online, job collocation and work opportunities. Accessing www.prospects.ac.uk, the public is directly introduced in a summary page, containing helpful links according to the user desires, the design and layout are very elemental and simply to understand, costumers can choose different options according to their needs. This website offer the opportunity of registering personal account in order to personalize own desires, target and features, being a member of the website in fact, permit to users to receive on personal email and mobile phone, news, offers and new opportunities, in this way costumers are constantly updated. Prospects is really accessible, and provide every kind of tools that user may need for their research, costumers can explore job offers choosing by section, zone and abilities requested, and even more important, provide useful instruments to solve any sort of problem that a user can have, is possible to talk with specialist about the way to behave when applying to a job or when facing an interview, in other words, Prospects try to cover all those aspects which are really important for user needs. This website represent a complete and helpful guide for recruitment, is also an important instrument to simplify user research and is a powerful method to link together job appliers to job offerers.

Recruitment online provide markable advantages but also some disadvantages;

on the one hand is fast and simple, costumers just access the website and they are directly introduced in a job opportunities-provider, there is no waste of time; is impersonal and private, in fact users apply by themselves and they receive private feedback and answer, no other people is involved except the user and the company; provide a vast point of view, costumers, differently than an agency, have the opportunity to consider and know more options just clicking and choosing different sectors; websites offer the opportunities to directly interact with a company, eliminating those barriers that an agency can create; finally offer simultaneous help and guidelines to users, assisting them it they have facing any kind of problem or just if they need to clearance about an aspect or a theme.

On the other hand does not allow company to directly know who are they may going to interview, or even more worse, who they are going to employ, they just have some details written on a website's profile; exposes an organization to possibles tricks and is unsafe, everyone can apply for a job, there is no selection by the agency; does not allow to experience all the aspects of working life, people may will be unprepared to real work conditions and may do not know enough to solve problematic situation such as career opportunities or loss of the job; is too vast, users may be able to explore just a part of the many work opportunities, and they make loose an opportunities or do not take advantage of a offer just because do not know about it; finally seriously debilitates communication, people do not have anymore a direct contact, they use chats, email and mobile phones to interact, a lack of communication and direct interaction is usually one of the main causes of negative performance in an organization.

The italian Civil Protection (Protezione Civile), which is a volunteering organization, in 2002 organized a strong and vast campaign of recruitment, by television and radio commercial, newspaper advise and agency announcement, differently than before, its campaign was focused of the many opportunities that this particular job offered to student and postgraduates to enrich their experiences and their career. It was the first time that an organization of volunteers did not explain the importance of our contribute to provide help and effort to people victims of natural disasters, fortune-less or necessitous; choosing this strategy they attract a slice of population really interested in opportunities such this one, especially those people that did not have more opportunities to improve their career.

The Psychological Contract, defined as "…the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other" (Guest, D.E.; Condway, N.; 2002), contain some guidelines and behavior to respect in order to preserve a faithful relationship between employees and employers. Differently by the Legal Contact of Employment, the Psychological Contract, is more imprecise but not less important, seen as a relation of "promises" and "expectations", it guides managers and employees to behave in the correct way to preserve a sane work environment; if managers or employees broke promises or do not maintain promises, the mutual respect between the parts can be seriously damaged creating a negative and problematic situation in the relations between employers and employees. Managers, in order to maintain a balanced harmony among the staff and encourage and motivate his employees have to respect staff attendances, offering opportunities of promotion, provide a salary commensurate to the performance of the employee, opportunities of training and development, recognition for innovation or new ideas, feedback on performance, respectful treatment, reasonable job security, etc. ; employees instead have to respect managers expectation on: hard work, uphold company reputation, maintain high level of attendance and punctuality, honesty, extra hours working if requested, etc. Following these instruction managers and employees can simplify their relationship for the benefit of themselves and of the company. The Psychological Contract represent a considerable aspect of the working environment and is as much relevant for individuals needs than for company exigences, it cover every single aspect of human relationship and human behavior which involved employees and employers and, finally play a relevant role in motivate staff performance.

References

-Guest, D.E.; Condway, N. (2002) Pressure at work and the psychological contract. London: CIPD.

-Mullins, L. (2007) Management and Organisational Behaviour. 8^th ed. Pearson Education Limited: Harlow

-CIPD(2009) the psychological contract: [online] Available from: http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm[Accessed 12 April 2010]

-Prospects(2009) online job offers [online] Available from:http://www.prospects.ac.uk/cms/ShowPage/Home_page/p!eLaXi[Accessed 12 April 2010]