recruitment, selection, and training

• Recruitment


  The process of attracting and identifying potential job candidates who are suitable for a particular role
• Recruitment activities


  • Job advertising
  • Job fairs
  • Social media outreach
  • Referrals from current employees
• Goal of recruitment


  To create a pool of qualified candidates who can be considered for the role
• Selection


  The process of choosing the best candidate from applications received
• Goal of selection


  To hire the most suitable candidate for the job
• A business will need to recruit and select a new employee(s) when a vacancy arises within the business
• Reasons why vacancies arise

  • Business growth
  • Employees leaving
  • Reorganisation
  • New business start-up

  
• Recruitment agency


  Carries out the recruitment and selection process on behalf of a business
• Benefits of using a recruitment agency

  • New employees may be found quickly from its pool of available talent
  • Management time can be saved
  • Recruitment agencies usually charge a finding fee for their specialist services
• Make sure you know the difference between a job description and a person specification. You will be expected to know specific types of recruitment documentation for the exam

  
• Internal recruitment


  Promoting or redeploying employees that already work for the business
• External recruitment


  Appointing an employee from outside of the business
• Benefits of internal recruitment

  • The member of staff is already familiar with the business culture and working practices
  • The business is aware of the employee's strengths and weaknesses
  • There is no need for induction training
  • Expensive advertising is not needed
  • Employees can be ready to start their new role immediately
• Drawbacks of internal recruitment

  • When an employee moves to a new role their old job needs to be filled
  • There may be resentment amongst employees who are overlooked
  • No new ideas or experience come into the business which could limit creativity and innovation
• Benefits of external recruitment


  • A large number of applicants may be attracted
  • New recruits are usually highly motivated and keen to impress
  • New ideas and experience are brought into the business
• Drawbacks of external recruitment

  • New employees may need support from colleagues and induction training which slows down productivity initially
  • Advertising for external staff can be expensive and take a long time
  • A candidate who performs well at interview may be unsuitable for the job when they start work
• Be prepared to analyse why a business might recruit a senior manager externally rather than from internal applicants. One of the main reasons is to bring in outside expertise or skillset that does not exist in the business
• Stages in the recruitment process

  • Defining the role
  • Identifying the source of required employees
  • Advertising the role
  • Receiving applications
  • Selection

  
• Job specification


  Outlines the qualifications, skills, experience, and personal qualities required from a candidate for a specific job
• Job description


  Outlines the duties, responsibilities, and requirements of a particular job
• Details in a job specification

  • Qualifications
  • Experience
  • Skills such as the ability to drive or IT capabilities
  • Personal characteristics and attributes
• Details in a job description

  • Duties
  • Hours and location of the job
  • Managerial or supervisory responsibilities
  • Pay and conditions
• External recruitment


  Bringing in new workers from outside of the business
• Methods of advertising roles

  • Internal - business newsletters, staff noticeboards or internal email
  • External - newspapers, industry magazines, specialist recruitment websites, agencies, government-run agencies
  • Referrals from existing employees
  • Headhunting
  • Social media platforms
  • Specialist recruitment portals
• Application methods


  • Application form
  • Curriculum Vitae (CV)
  • Covering letter
• Application form


  A standardised form designed by the recruiter to collect the same details from each candidate
• Curriculum Vitae (CV)


  A professional document compiled by the applicant detailing career experience, key skills and strengths
• Covering letter


  A letter that accompanies the candidate's application form or CV, giving reasons for submitting an application and drawing attention to the applicant's particular suitability for the role
• Selection methods


  • Interviews
  • Selection tests
• Interviews


  A face to face, telephone or online discussion between a manager and the candidate about their suitability for the role
• Types of selection tests

  • Skills tests
  • Aptitude tests
  • Intelligence tests
  • Personality tests
• Skills tests


  Show the ability of candidates to carry out certain tasks
• Aptitude tests


  Show the candidate's potential to improve or increase their skills
• Intelligence tests


  Assess the candidate's ability to work at a desired level
• Personality tests


  Identify desired characteristics or traits such as the ability to work effectively in a team
• Factors used to select the best applicant

  • Experience
  • Qualifications
  • Internal or external candidate
  • Gut feeling
• Part-time employment


  Between 1 and 30 hours a week
• Full-time employment


  35+ hours a week
• Flexible working


  The development of a culture where workers are able to work in a range of employment patterns
• Advantages of full-time contracts

  • Encourages loyalty to the business from employees
  • Provides a stable and consistent workforce
  • Full-time employees are often more motivated, leading to higher levels of productivity