1.4.2 Recruitment, selection & training

• What is recruitment?

  • Recruitment is the process of attracting & identifying potential job candidates who are suitable for a particular role.
• What is the goal of recruitment ?

  To create a pool of qualified candidates who can be considered for the role.
• What are some recruiting activities?

  • Job advertising, job fairs, social media outreach and referrals from current employees.
• What is selection ?

  the process of choosing the best candidate
• What is the goal of selection ?

  To hire the most suitable candidate for the job.
• What are some selection activities?

  reviewing CVs and conducting interviews or assessment tasks
• Recruitment & selection process

  Process

  
• What is internal recruitment?

  The process of hiring employees from within the organisation.
• How are vacancies advertised to employees?

  advertised internally on staff notice boards, in newsletters or via in-house electronic communications
• Internal recruitment involves the promotion or redeployment of staff to fill a vacant post.
• Advantages of internal recruitment

  • Candidates are already familiar with business culture & processes - Adapt to role quickly, little need for induction.
  • Business has good understanding of candidate's strengths, weaknesses, skills & aptitudes - Less risky.
  • Opportunities to progress = motivating for employees = improves loyalty & commitment.
  • Cheaper & quicker to promote or redeploy existing staff than recruit externally.
• Disadvantages to internal recruitment

  • Can lead to resentment & conflict - affects motivation & working relationship between successful/rejected internal candidates.
  • Further vacancy created when promoted/redeployed.
  • Limited no of suitable applicants available internally.
  • Missed opportunity to inject new ideas, experience, skills into the business.
• What is a job specification?

  Doc that outlines the qualifications, skills, experience, and personal qualities required from a candidate for a specific job.
• What is a job description?

  Outlines the duties, responsibilities, and requirements of a particular job.
• What is external recruitment?

  the process of hiring employees from outside the organisation
• External recruitment overcomes the disadvantages of internal recruitment.
• Disadvantages - external recruitment

  • More expensive
  • Greater degree of uncertainty - external candidate unknown to business.
• Referrals/ personal recommendations

  • Current employees may recommend a suitable candidate for a vacancy.
  • Employees may be rewarded if a candidate is successfully appointed.
• Online advertising

  • Vacancies can be advertised businesses website or on specialist recruitment websites - Glassdoor or CharityJobs.com.
  • Relatively low-costs & wide reach
• Newspaper advertising

  • To attract local candidates - ad placed in district or regional newspapers.
  • High-profile vacancies - public sector roles, may be advertised in national newspapers.
  • Relatively expensive but can be highly targeted.
• Specialist trade publications

  • Specialist recruitment agents advertise roles on behalf of the business.
  • Some also conduct interviews or selection activities.
  • A recruitment fee is charged when the business appoints a candidate.
• Headhunting

  • Headhunting agency makes attractive approaches to highly-qualified specialists in a particular industry with desired skills, experience or knowledge.
  • A significant fee is payable once candidate is appointed
• Job centres

  • Low level vacancies can be advertised free of charge in government-funded centres and increasingly online.
• Career fairs

  • Events often hosted by universities or industry bodies to promote available opportunities.
  • Attract significant numbers of highly-qualified, interested candidates.
• Advertise recruitment

  • Businesses with a strong social media presence can use these platforms to advertise cost-effectively.
  • Nature of business - specialist recruitment portals - they can advertise - cost more.
• Application stage

  • collecting info from candidate.
  • Submit CV & cover letter
  • Short list candidates
  • Interview shortlisted candidates
• Interviews

  • Meeting (face-to-face or virtually, e.g. Zoom) & asking questions about skills, experience, and knowledge.
  • Prepared set of relevant questions to ask all candidates & ensure interview is conducted in fair & consistent manner.
• Assessment tasks

  • Provide shortlisted candidates with opportunity to demonstrate skills and suitability for job.
  • assessment tasks may include psychometric tests, group exercises, presentations, and interviews
• Recruitment costs

  • refer to the expenses incurred in the process of hiring new employees.
  • advertising, recruiting, interviewing, and screening candidates.
  • High labour turnover rates = increased costs.
  • employees leave business = spend money & time recruiting & training new employees to fill vacant position.
• Training costs

  • Refer to the expenses incurred in the process of providing training to new or existing employees.
  • Include the cost of trainers, training materials, and facilities.
  • Effectiveness of training can impact these costs - If training not effective - employees require additional training/ take longer to learn new skills = increase the cost.
• Selection Costs

  • Refer to expenses incurred in process of selecting candidates.
  • Include background checks & visa costs.
  • High labour turnover rates = increase selection costs as business has to spend more regularly.
• Reducing labour turnover rates & improving effectiveness of training programmes = businesses minimise costs & improve overall profitability & competitiveness.
• What is induction training?

  • Type of training that new employees receive when they start working for a company.
  • Introduces them to company, its culture, policies, procedures & their job roles and responsibilities.
• Advantages of induction training

  • Helps employees understand job role & responsibilities.
  • Introduces employees to company culture, policies, and procedures.
  • Improves employee confidence & motivation.
  • Reduces time taken for new employees to become productive.
• Disadvantages of induction training

  • time-consuming and expensive to organise.
  • May not be effective in all cases = employee dissatisfaction & higher turnover rates.
  • May not cover all aspects of the job role.
• What is On the job training

  • Training that takes place while employees are working in their job roles.
  • Allows employees to learn new skills & knowledge from colleagues while performing their duties.
• Advantages of on the job training

  • Employees learn new skills & knowledge while performing their job.
  • Training is tailored to employee's specific job role and responsibilities.
  • Training - more practical & relevant to employee's job.
  • Cost-effective - takes place during working hours.
• Disadvantages of on the job training

  • Employees may make mistakes while learning - can impact productivity & quality.
  • Can be disruptive to workplace - requires the trainer to devote time to training the employee.
  • May not be effective in all cases = employee dissatisfaction & higher turnover rates.
• What is off the job training?

  • Training that takes place outside of the workplace.
  • Can be in form of workshops, seminars, conferences, or online courses.
• Advantages of off-the - job training

  • Employees learn new skills & knowledge outside of workplace - can bring fresh ideas & perspectives to the workplace.
  • Training - tailored to employee's specific needs & interests.
  • Training - used as a reward or incentive for high-performing employees.
  • Cost-effective if training is provided online or through webinars.