recruitment and selection

• recruitment is the process of finding people to work for a company
• there are 5 stages of recruitment

  1. identify the vacancy
  2. carry out job analysis
  3. create a job description
  4. create a person specification
  5. advertise
• 1. Identify the vacancy -

  To identify the vacancy whether someone has left to work elsewhere or someone moves to a different job within the organisation or if the business grows and they require new staff
• 2. Carry out job analysis -

  When a vacancy becomes available in an organisation it is important the tasks and skill required for the position are identified,

  It also allows you to see if you need to hire new staff or if the tasks can be dispersed between existing employees
• 3. Create a job description -

  A document which states the tasks and responsibilities of the job.

  It includes the; pay, duties, location, etc

  Sets out the expectations for whoever applies for the job
• 4. Create a person specification -

  A document that states the skills and qualifications needed to do the job

  These are either listed as essential or desirable

  It provides a series of measures against which the organisation can judge people who may take the job.
• 5. Advertising -

  The job is then advertised and people are then let know there is an availability

  This can either be advertised internally or externally
• selection refers to the methods used to choose the best or most suitable candidate for the vacancy
• There are 5 stages of selection -

  1. Collect and review applications
  2. Create a short list
  3. Hold interviews
  4. Testing
  5. Informing successful candidate
• 1.Collecting and reviewing applications -

  The recruiting manager collects in the applications, they review and analyse them all

  They compare and evaluate candidates; skills, qualifications and experience using the job description/ person specification.

  The aim is to narrow down the list of potential candidates
• 2. Shortlisting -

  Shortlisted candidates are those deemed to have the skills and qualifications most closely matching the job description/ person specification.

  The short list helps narrow down the pool of applicants, to help pick the most well suited candidate.

  Shortlisted candidates will be invited attend a job interview
• 3. Job interview

  Interviews are a common method used by employers to asses the suitability of a candidate for the job.

  Interviews usual take place in person but can be held online.

  During the interview the hiring manager will ask the candidate a series of questions relating to their skills and qualities.

  They may also asses the candidates personality traits, interpersonal skills and ability to work well with others
• 4. testing

  different types of tests can be used to learn more about a candidate and their abilities.

  these tests include; aptitude tests, skills tests, personality tests, etc
• 5. Informing the candidate

  This includes sending a job offer in writing which sets out the terms and conditions of the job.

  The successful candidate has to confirm in writing that they have accepted the job.

  The unsuccessful candidates are informed
• Advantages of interviews

  • Personality and appearance can be assessed
  • Content of the application form and CV can be discussed
  • Applicant can get a feel for the business
• Disadvantages of interviews

  • They are time consuming
  • Many people can get nervous and can be thrown off by interviews
  • Interview bias can occur
• Advantages of testing

  • Content of CV can be confirmed
  • It can provide information about the personality of the applicant
• Disadvantages of testing

  • It is time consuming
  • It can be costly
  • People may not perform well under test conditions