1.4.2 Recruitment, Selection and Training

• Recruitment


  The process of selecting suitable candidates to fill job vacancies
• Recruitment Process


  Once a vacancy is identified:

  1. HR and the relevant department create a job description and person specification
  2. The firm advertises internally via email/ newsletter or externally via websites, adverts or a recruitment agency
  3. Candidates send a CV and letter of application
  4. Managers shortlist people who best fit the role
  5. Candidates are interviewed and may undergo psychometric or skill tests eg. aptitude and personality
  6. References are checked and someone is offered the job then they receive induction training
• Induction Training


  An employee learns the values, processes and equipment used so they can perform their job
• Features of Induction Training

  -A tour of the building

  -Their responsibilities

  -Who their manager is

  -Health and safety procedures

  -Meeting current staff
• Benefits of Induction Training


  -Integrates them into the work environment

  -Employees become more productive earlier

  -Good induction training increases retention
• Limitations of Induction Training

  -Information overload can lead to lower productivity

  -Expensive

  -Disrupts the work of other employees leading to lower output

  -Workers may leave after receiving training
• On-the-job Training


  New employees are mentored by more experienced workers by shadowing, learning to use machinery etc.
• Benefits of On-the-job Training

  -Cheaper

  -Receive training specific to their role

  -Produces an output

  -Build a relationship with a mentor so better communication increases productivity
• Off-the-job Training


  Employees are taken from their place of work to be trained at colleges, centres, lectures etc.
• Benefits of Off-the-job Training

  -Employee and mentor are focused

  -Mentor is likely an expert in teaching these skills

  -Less stressful as they can learn skills without affecting productivity

  -Increased motivation as they feel valued by the firm
• Limitations of Off-the-job Training


  -Expensive

  -Employee is not producing an output during training

  -It is not tailored to the role so they may fail to apply skills
• Limitations of On-the-job Training

  -Reliant on the mentor's ability

  -Takes mentor's time causing lower productivity

  -Mentor's can pass on bad habits

  -Poorly trained workers make expensive mistakes or are safety hazards
• Advantages of Internal Recruitment

  -Cheaper as no need to pay recruiters

  -More informed process as the employee is already known and giving them a promotion increases staff retention

  -Faster as there is no recruitment process and the person is productive sooner
• Advantages of External Recruitment


  -Larger pool of potential workers to find the best candidate

  -Fresh ideas mean more innovation to improve products or efficiency

  -Don't need to replace a worker
• Evaluation of Internal Recruitment

  It depends on the skills:

  -Low-skill jobs should use internal recruitment as it would be a waste of money to look externally

  It depends on the firm's situation:

  -If the firm is stable internal recruits are suitable
• Evaluation of External Recruitment

  It depends on the skills:

  -High-skilled look externally for a candidate with the skills needed

  It depends on the firm's situation:

  -In a crisis someone with fresh ideas and experienced in a role is better so recruit externally