recruitment and selection

• the recruitment and selection process - job description - person specification - job advertisement - screening candidates - selection tests - interview - reference check - job offer
• job description - written outline of the job title, duties and responsibilities associated with the role - may include details of pay and the person to whom the employee will report
• person specification - outlines the qualifications, skills, characteristics and experience needed by the person to fill the role - helps the HR manager draft an accurate job description in order to attract the most suitable candidates
• job advertisement - based on the job description and person specification - should be advertised in the location that will be seen by the largest number of potential candidates - eg. firms website or an recruitment website
• screening candidates - match the job application received against the job description and person specification
• selection tests - HR manager may conduct a range of selection tests to further shortlist the candidates - including personality or intelligence tests
• interview - candidates who perform successfully at the selection test stage are called for interview - the candidate is asked job-related questions to assess their suitability for the job
• reference check - conducts a reference check on the candidates who peformed best at interview - is usually provided by someone who can confirm the education and work experience details given by the candidate
• job offer - HR manager makes a job offer to the successful candidate, usually by phone - a formal job offer is then sent to the candidate in writing and it includes details such as the job title, salary and length of probationary period
• internal recruitment means that the business fills job vacancies with existing employees in the workforce
• external recruitment - employers use the external labour market to find new employees to fill job vacancies
• advantages of external recruitment - best candidate, new ideas, introduce change and more skills
• disadvantages of external recruitment - lower employee motivation, cost, slower integration time and unsuitable employee
• benefits of recruitment and selection - increased productivity, new ideas and employee retention