1.4.2 recruitment, selection and training

• recruitment is the process of attracting and identifying potential job candidates who are suitable for a particular role
• selection is the process of choosing the best candidate
• the recruitment and selection process

  1. define = the role including the job description and person specification
  2. source = identify if applicants will be recruited internally and externally
  3. advertise = use the most effective methods to reach potential candidates eg, linkedin
  4. recieve applications = collate CVs and cover letters. make a shortlist to interview
  5. selection = may include interviews or assessment tasks
• recruitment step 1: define role

  businesses must specify what is required:

  • a person's specification outlines the qualifications, skills, experience and personal qualities required from a candidate for a specific job
  • a job description outlines the duties, responsibilities and requirements of a particular job
• recruitment step 2: determine the best source of candidates - internal

  internal recruitment is the process of hiring employees from within the organisation

  • it can involve the promotion or redeployment of staff to fill a vacancy
  • vacancies are advertised internally on staff notice boards, in newsletters or via in-house electronic communications
• benefits of internal recruitment


  • cheaper as business does not have to advertise on external platforms - quicker
  • might boost motivation as employees want to prove that they are suitable for a job
  • already familiar with the business - might reduce level of training needed
• drawbacks of internal recruitment


  • re-deploying existing staff will naturally create another vacancy
  • external candidates can bring new ideas/perspectives
  • lower staff morale if they are unsuccessful
• determine best source of candidates - external


  external recruitment is the process of hiring employees from outside of the organisation

  • brings fresh ideas, experiences and perspectives to the organisation
  • more expensive than internal recruitment
  • there is also a greater degree of uncertainty as external candidates are unknown to the business
• external recruitment methods:


  • referrals/personal recommendations
  • online advertisements
  • trade publications
  • headhunting
  • employment agencies
  • job centres
  • career fairs
• recruitment step 3: advertise the vacancy


  the business must then advertise the job to potential candidates on platforms identified (internal/external)

  • business with a strong social media presence can use these platforms to advertise cost-effectively
  • can advertise through specialist recruitment portals (cost more)
• recruitment step 4: receive applications


  this stage the business collects information from candidates:

  • an application form: personal details, qualifications, work experience
  • submit their curriculum vitae (CV) and cover letter explaining why they believe they are the right person for the role

  human resources (HR) manage the application process

  • draw up a shortlist of candidates
  • 3-5 candidates who are invited to interview/assessment tasks
• assessment tasks


  • online tests - psychometric/aptitude
  • assessment day - series of group scenarios, presentation on a topic

  (observe interactions/managing tasks)
• interviews


  • one-to-one conversation
  • suitability for the job
  • fit into the organisation
• direct cost of recruitment


  • advertising and recruitment agency costs
  • interview costs and expenses and managerial time diverted
  • costs of training and induction
• indirect costs of recruitment


  • loss of production when staff are involved in recruitment and training
• high labour turnover rates can significantly increase these costs. (labour turnover - measures the rate at which staff leave the business)
• induction training


  training for new employees when they start working for a new company.

  introduces them to the company, its policies, procedures and their jobs role/responsibilities.

  also allow the employee to meet their co-workers
• induction training


  benefits:

  • helps prepare employees in new environment = improves efficiency
  • reduces any anxiety = happier = increases motivation

  drawbacks

  • expensive and time consuming
• on the job training


  training that takes place while employees are working in their job roles.

  it allows employees to learn new skills and knowledge from colleagues while performing their job duties
• on the job training


  benefits:

  • cost-efficient = learning while working
  • tailored and specific to the job role

  drawbacks:

  • might be more prone to making mistakes
  • overwhelming (too much work)
  • impact productivity on employee who is training new employee
• off the job training


  takes place outside of the workplace.

  it can be in the form of workshops, seminars, conferences or online courses.

  usually run by experts in the industry/field
• off the job training


  benefits:

  • new skills/ideas from an expert

  drawbacks:

  • can be expensive - staff may need to travel/food, paying for courses
  • very generic