1 recruitment learning objective: to understand the stages of recruitment and selection

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Recruitment

Learning Objective: To understand the Stages of recruitment and Selection

Learning Objectives

Explain the methods of recruiting and selecting employeesUnderstand the difference between internal and external recruitmentUnderstand the main stages in recruitment and selection of employeesUnderstand the importance of job descriptions, job specifications and job advertisementsDraw up a job descriptionDraw up a job specificationChose suitable ways of advertising a vacancy

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The recruitment process

The recruitment process is the steps involved when recruiting a new member

of staff.

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Key Words

Internal recruitmentExternal recruitmentCurriculum vitaeJob application formJob descriptionPerson specification

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Why have a process?

So all staff do the same thing.So that the best candidate is appointed.So that the process is efficient (recruitment is expensive) and gets the best result.So that recruitment is legal and ethical.

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Recruitment

The process of finding the right person to do a particular job in an organisation

There are set steps a business should follow….

Making sure they are always ethical and not discriminating at each step….

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Put in order: Steps in the process

Advertise the vacancy

Identify the vacancy

Draw up a person specification

Draw up a job description

Shortlist the candidates

Interview the applicants

Select and appoint the best candidate

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Steps in the process

Advertise the vacancy

Identify the vacancy

Draw up a person specification

Draw up a job description

Shortlist the candidates

Interview the applicants

Select and appoint the best candidate

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First stepsAgree the vacancy – not all vacancies are filled and sometimes a job may be changed before it is advertised again.Draw up the job description – listing the job title, salary, main duties and responsibilities of the job holder.Draw up the person specification – listing the essential and desirable skills, qualifications and attributes of the person.

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Next stepsAdvertise the vacancy – decide where to advertise it. State the job content and the skills, qualifications and attributes required. Say how to apply for the job.Shortlist applications – select the best applications for interview (usually 5 or 6 maximum).

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Finally . . .Interview the applicants (may include tests and questions) and ‘score’ their performanceSelect the best candidate (the top scorer/one who will fit in best with other staff)

–Offer the job–If offer accepted, notify unsuccessful candidates.

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Differences in processes

In a large organisation, recruitment is undertaken by the Human Resources department. Managers are involved in filling vacancies in their own area.In a small firm, recruitment is overseen by a manager or supervisor – to ensure the candidate will ‘fit in’.

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Analysing and evaluating recruitment processes

A good process will result in:Appropriate job descriptions and person specificationsA clear, appropriate advertisementA straightforward process for candidatesIn-depth interviews by experienced interviewersFair treatment for all candidatesThe best person being offered the jobUnsuccessful candidates treated courteously

ACTIVITY

Design a Job descriptionWrite a person specification to go with that Job

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Questions…..

Why recruit and select?What is internal recruitment?- Give one example.- Give one advantage and one disadvantage.What is external recruitment?- describe four methods.

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Questions….

Define job descriptionWhat is a curriculum vitaeDefine job application formBullet point how you would ‘select’ a person for interview.

Dismissal and redundancy

Pg 222 - 223

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Lesson Objective

Explain the difference between dismissal and redundancy

• Use examples to demonstrate the differenceAppreciate why the manpower of a business may need to be reduced

• Understand the circumstances when downsizing manpower occurs e.g. automation, closure of a factory

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What are the four ways a contract can end?What are the other reasons for reducing the size of a workforce?

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