Recruitment plan of bchydro

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

BC Hydro is the main electricity distributor in BC which operates thirty hydroelectric facilities and three natural gas-fueled thermal power plants. BC Hydro being a provincial head corporation, it submits its report to the BC Ministry of Energy, Mines and Petroleum resources. Moreover, it is mandatory for BC Hydro to provide consistent power, at cheaper cost, for generations.

Manitoba Hydro is Manitoba’s major energy utility provider, serving 561,869 electric customers and 274,817 natural gas customers throughout the province (2). Manitoba Hydro provides services that run from exporting electricity worldwide, to providing customers with tips on how to save money on their electricity bills. Hydro provides services such as Power Smart technologies, which help to reduce a client 's energy consumption while reducing their environmental impact. Manitoba Hydro is a large believer in protecting the environment. Environmental protection was seen with their large-scale capital projects such as environmental protection and monitoring programs, climate change initiatives, energy efficiency initiatives, and environmental research and development (2). Manitoba Hydro became a crown corporation in 1961 through the Manitoba Hydro Act; the utility was governed by the Manitoba Hydro-Electric Board (17). Manitoba Hydro controlled the gas and electric consumptions within Manitoba except Winnipeg Hydro. In 2002, an acquisition occurred meaning that Manitoba Hydro now owns Winnipeg Hydro. Today Manitoba Hydro is a major energy utility providing the lowest electricity rates in Canada. We operate 15 hydroelectric facilities on the Saskatchewan, Winnipeg, Burntwood, Laurie and Nelson rivers, two thermal and four diesel generating stations (1).

These partnerships provide stable long-term funding that allows economic growth in First Nations communities in a sustainable way that aligns with their values. The revenue that comes in from these projects can be transformative and provide an economic foundation for First Nation communities. One Chief mentioned that since their project was developed, the community has hope and that there are no more suicides.

Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.

Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs).

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

To improve Ontario power circulation, the thought of merging 70 nearby appropriation organizations into 10 to 12 LDC with a specific end goal to accomplish better-cost effectiveness and compelling economy. Consolidating won't simply lessen the expense yet would let LDCs to modernize their frameworks and can make a stride towards savvy innovation. The consequence of past combination has demonstrated that a diminishment in the quantity of utilities can bring about noteworthy expense reserve funds.

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

Hallington Utilities Services is first introduced as a utility that distributes electrical power to customers in the municipality of Hallington. In the mid-1990s, the Ontario government decided it should move to deregulate the electrical power market because residents and businesses in Ontario were drastically overpaying for services and were considered the third-highest electricity generation rates in Canada, with no choice of suppliers. HUS was reorganized. It now responded to a Board of Directors. This Board adopted the vision: Excellence in customer

2. Workforce – we are still sourcing candidates to fulfill our staffing needs, but I am confident that our stringent selection process will result in hiring the most capable workforce possible.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”