6.3.1 The recruitment process

• Sequence the steps in the recruitment process

  1️⃣ Identify the need for a new employee

  2️⃣ Define the job description and person specification

  3️⃣ Choose recruitment methods

  4️⃣ Advertise the job vacancy

  5️⃣ Receive and screen applications

  6️⃣ Shortlist candidates for interviews

  7️⃣ Conduct interviews

  8️⃣ Perform assessments and tests

  9️⃣ Check references and backgrounds

  1️⃣0️⃣ Make a job offer

  1️⃣1️⃣ Negotiate terms and conditions

  1️⃣2️⃣ Hire the new employee
• Growth and expansion are common reasons for identifying the need for a new employee.
• Human Resource Planning helps anticipate staffing requirements, using the formula Demand = Workforce + New Hires - Existing Staff.
• A job description outlines the roles and responsibilities of a position.
• The person specification typically includes essential qualifications, required skills, experience, and attributes.
• Match the purpose with the document:

  Job Description ↔️ Defines roles and responsibilities

  Person Specification ↔️ Outlines ideal candidate attributes
• The Suitability Index quantifies candidate suitability using skills, experience, and attributes.
• Internal recruitment involves filling vacancies by promoting or transferring existing employees.
• Match the recruitment method with its advantage:

  Internal Recruitment ↔️ Boosts employee morale and motivation

  External Recruitment ↔️ Brings in new skills and perspectives
• Human Resource Planning uses formulas to forecast staffing requirements.
• What does the "Job Title" in a job description identify?

  The role being advertised
• The key responsibilities in a job description describe the tasks and duties
• What does the "person specification" help recruiters evaluate?

  Essential candidate criteria
• A job description outlines ideal candidate attributes.

  False
• Match the purpose with the document:

  Job Description ↔️ Defines roles and responsibilities

  Person Specification ↔️ Outlines ideal candidate attributes
• To quantify candidate suitability, the formula Suitability Index = (Skills + Experience + Attributes) / 3</latex> is used.Index
• What is an example of a job description in the study material?

  Marketing Manager
• Internal recruitment involves attracting candidates from outside the organization.

  False
• Order the advantages and disadvantages of internal recruitment:

  1️⃣ Utilizes knowledge of existing employees

  2️⃣ Boosts morale

  3️⃣ Cost-effective

  4️⃣ Limits candidate diversity
• External recruitment can bring new skills and perspectives, but it is more expensive and time-consuming
• Match the advertising platform with its advantage:

  Job boards ↔️ Wide reach and industry-specific

  Professional networks ↔️ Targets qualified professionals
• What platforms might a company use to advertise a marketing manager position?

  LinkedIn and company website
• The screening process involves reviewing resumes and cover letters to identify candidates who meet the outlined criteria
• Order the steps in the screening process:

  1️⃣ Initial review

  2️⃣ Skills and experience comparison

  3️⃣ Qualification verification

  4️⃣ Personal attributes assessment

  5️⃣ Shortlisting
• What is a disadvantage of automated screening systems?

  May miss nuances
• Shortlisting candidates for interviews involves selecting top candidates based on pre-defined criteria.
• What is a key criterion for shortlisting candidates?

  Skills and experience
• Growth and expansion of a company often lead to the need for additional employees
• A job description focuses on applicant qualifications, while a person specification outlines job responsibilities.

  False
• Summarize the key differences between a job description and a person specification:

  1️⃣ Defines roles and responsibilities

  2️⃣ Outlines ideal candidate attributes

  3️⃣ Used to attract applicants

  4️⃣ Used to evaluate candidates

  5️⃣ Provides job context

  6️⃣ Focuses on applicant qualifications
• What formula can be used to quantify candidate suitability?

  $Suitability Index =$$(Skills + Experience + Attributes) / 3$
• The job description defines roles and responsibilities
• The person specification is used to attract applicants

  False
• The job description includes aspects such as Job Title, Key Responsibilities, and Salary and Benefits
• The Suitability Index is calculated by averaging Skills, Experience, and Attributes
• Internal recruitment involves filling vacancies by promoting or transferring existing employees
• External recruitment is more cost-effective than internal recruitment

  False
• Job boards are effective platforms for advertising vacancies because they have a broad reach
• Professional networks like LinkedIn target qualified professionals
• Social media platforms are cost-effective but may not be industry specific