recruitement

• definition of recruitment ?

  The process of finding and hiring the best qualified candidate from within or outside an organisation for a job, in a timely and cost effective manner.
• recruitment process - 1 ( job analysis)

  • The first stage is the completion of a job analysis.
  • A job analysis is the process which identifies and determines in detail the particular duties and requirements of the job, and also what the position requires in terms of aptitudes, knowledge, and skills.
• recruitment process - 2 ( job description )

  • The job analysis allows the completion of a job description.
  • Every job should have some form of job description. This explains the tasks involved in the job, the job title, responsibilities attached to the job, place of work, and employment conditions (holidays, salary etc.). Job descriptions need to be updated regularly, as jobs often evolve, as those doing the job become more experienced and skilled.
• recruitment process - 3 (Job Description)

  Its contents…

  • Job Title – Indicates the role or function that the job plays within an organisation.
  • Reporting Responsibilities – Who is the immediate boss of the job holder?
  • Subordinates – Who reports directly TO the job holder?
  • Main Purpose – Who is involved in the overall job?
  • Main Tasks and Accountabilities – Description of the main activities that are to be undertaken and what the job holder is expected to achieve.
• recruitment process - 4 (Person Specification)


  • The next stage in the recruitment process, after preparing or updating a job description is the preparation of a person specification.
  • This describes the skills, knowledge and experience needed by an individual to complete the job.
  • It will detail educational requirements, experience and skills needed, perhaps physical attributes (e.g. for a fireman) and important aspects of personality required.
• person specification

  A person specification describes the requirements a jobholder needs to be able to perform the job satisfactorily.

  • A person specification will form the basis for the selection of the most suitable person to fill the job. ( qualifications ,experience)
• Advertising the Job

  In order to attract applicants, a firm can advertise in a number of places depending on the job.

  examples can be vacancy boards , local shops or a job centre
• shortlisting ?

  Once applicants have been received, a firm must SHORT-LIST, or select the best 4 or 5.

  There are a number of tools which can help:

  • CV
  • Interview
  • psychometric test
  • letter of application
• Interview (Face-to-Face)

  A face-to-face interview involves a structured or unstructured conversation between the employer and applicant to assess suitability for a role.
• interview advantages

  • Deeper Insight: Allows employers to assess body language, communication skills, and confidence.
  • Clarification Possible: Candidates can elaborate on CVs and clarify misunderstandings.
  • Role Specificity: Can tailor questions to the specific role or organisation.
• interview disadvantages

  • Time Consuming: Especially for large volumes of applicants.
  • Costly: Requires physical space, interviewer time, and sometimes travel reimbursement.
  • Not Always Accurate: Strong interviewees aren’t always the best performers on the job (performance anxiety or ‘charmers’).
• Telephone Interview

  A preliminary screening method to evaluate candidates over the phone before in-person interviews.
• telephone interview advantages ?

  • Cost-Effective: No need for travel; reduces resource use.
  • Efficient: Quickly filters out unsuitable candidates.
  • Wider Reach: Suitable for remote or international candidates.
• telephone interview disadvantages ?

  • Limited Communication Cues: No body language or facial expressions to assess.
  • Technical Issues: Poor signal or noise can disrupt flow.
  • Hard to Build Rapport: More difficult to gauge personality or cultural fit.
• Work Trial

  Candidate performs the actual job for a trial period (paid or unpaid) to assess capability and fit.
• work trail advantages?

  • Practical Assessment: Directly assesses skills and performance on the job.
  • Cultural Fit: Employer can see how well they integrate with team/company values.
  • Learning Opportunity: Candidate also learns if the job suits them.
• work trail disadvantages?

  • Time Investment: May require training/resources from staff.
  • Pressure on Candidate: Some may underperform under pressure or in unfamiliar environments.
  • Legal/ethical concerns: Especially if unpaid – potential for exploitation.
• Selection Exercises (e.g., Role Plays, Group Tasks)

  Structured activities designed to simulate job scenarios and test specific skills (e.g., leadership, teamwork, problem-solving).
• Selection Exercises advantages

  • Tests Real-World Behaviour: Good for assessing interpersonal skills.
  • Equal Playing Field: All candidates face the same task = fairness.
  • Observational Insight: Employers can directly observe behaviour rather than rely on self-reporting.
• Selection Exercises advantages

  • Time/Resource Heavy: Requires planning, assessors, and materials.
  • Performative Pressure: Not all candidates shine in role-plays.
  • Complexity of Scoring: Subjective marking unless criteria are very clear.
• Selection Exercises disadvantages

  • Time/Resource Heavy: Requires planning, assessors, and materials.
  • Performative Pressure: Not all candidates shine in role-plays.
  • Complexity of Scoring: Subjective marking unless criteria are very clear.
• Psychometric / Aptitude Testing

  Standardised tests that assess a candidate’s mental capabilities, personality, or specific aptitudes (e.g., numerical/verbal reasoning).
• Psychometric / Aptitude Testing advantages

  • Objective & Quantifiable: Provides measurable data for comparison.
  • Efficient: Quickly identifies top-performing candidates.
  • Consistency: Everyone completes the same test under the same conditions.
• Psychometric / Aptitude Testing disadvantages

  • Doesn’t Show Full Picture: Can’t measure creativity or emotional intelligence well.
  • Test Anxiety: Strong candidates may underperform under exam-like conditions.
  • Can Be Misused: Not all roles require high scores in tested areas – overreliance can be misleading
• internal recruitment ?

  This method involves finding someone already employed by an organisation to fill a vacancy. Internal vacancies may simply be placed on a notice board, published on an internet or advertised in an in-house magazine.
• internal recruitment advantages

  • Cost-effective: No need for advertising or processing external applications.
  • Faster integration: Candidates already understand the business and how it operates.
  • Motivation boost: Offers clear progression opportunities, which can increase staff morale and retention.
• internal recruitment disadvantages

  • Limited talent pool: Fewer candidates to choose from; reduces chances of finding fresh or exceptional talent.
  • No new ideas: Misses opportunity to bring in innovative approaches from outside.
  • Chain of vacancies: Promoting one employee creates another vacancy to fill
• advantages of internal recruitment ao3 - Employees are already known

  The business will already know the employee’s skills, absence rates and work ethic and so this is considered a lower risk option. The business can identify more easily which training courses internal employees should go on that allow them to fulfil the requirements of the new job. It also reduces the risk of choosing the wrong person.
• advantages of internal recruitment ao3 - Motivation

  Recruiting for internal promotions will be seen as a positive reward to employees. Workers are likely to work harder, increasing their productivity rates in the hope of getting recognised which will improve the overall success of the business.
• advantages of internal recruitment ao3 - Costs and time are reduced

  It is usually cheaper and quicker to recruit internally as the business doesn’t need to pay fees to external recruitment companies to advertise the job.
• advantages of internal recruitment ao3 - Reduced labour turnover rates and

  greater staff loyalty

  Employees may choose to stay within the business as there are opportunities for them to progress and gain promotion. The business can therefore retain valuable employees, rather than lose them to a competitor.
• advantages of internal recruitment ao3 - Employees are already familiar

  with the business

  As a result, the induction period is likely to be shorter and the employee is likely to settle into the job quicker. This usually results in fewer mistakes made.
• disadvantages of internal recruitment ao3 - limited range of applicants

  • restricting number of potential applicants
  • restrict skills/experience
  • hinder future growth of business
• disadvantages of internal recruitment ao3 - Promoting internally means

  that another post has to be filled

  • external recruitment may be needed to fulfil another position anyway - if they do not have enough staff
• disadvantages of internal recruitment ao3 - less likelihood of new ideas

  • business may continue t o lack certain skills
  • businesses may stagnate - less innovative - less competitive
• disadvantages of internal recruitment ao3 - internal candidates may find it difficult to manage former candidates

  • issues with manages being biased
  • resentment from unsuccessful candidates - negatively impact working relationships
• external recruitment definition

  External recruitment is the process of filling a job vacancy by hiring a candidate from outside the business. This involves attracting new applicants through methods such as job advertisements, recruitment agencies, or job fairs.
• advantages of external recruitment

  • outside people bring in new ideas
  • large pool of workers from which to find best candidate
  • people have a wider range of experience
• disadvantage of external recruitment

  • longer process
  • more expensive due to advertisement and interviews required
  • selection process may not e effective enough to reveal the best candidate