1.4.2 Recruitment, selection & training

• Recruitment

  T

  The process of finding and hiring someone for a job role that needs filling.
• Recruitment process

  1. Identify the type and number of staff needed
  2. Write job description and person specification
  3. Advertise job using appropriate media
  4. Evaluate applicants and select shortlist for interviews
  5. Carry out interviews
  6. Evaluate interviews and make appointment
  7. Provide feedback for unsuccessful candidates
• Types of recruitment

  Internal recruitment

  External recruitment
• Internal recruitment 

  When a business recruits from someone who already works for them.
• External recruitment 

  When a business hires someone from outside the business.
• Advantages for Internal recruitment

  • Short & cheap process
  • Motivates workers to go for a promotion
  • Candidates already know the business and the business knows the candidates
• Disadvantages for Internal recruitment

  • Leaves a vacancy in another department
  • Can cause resentment among colleagues who aren’t selected
• Advantages for External recruitment

  • Brings in fresh new ideas
  • Brings in experience from other organisations
  • Larger number of potential applicants
• Disadvantages for External recruitment

  • Long and expensive process
  • Candidates will need a longer induction process
  • Will have only seen a candidate at recruitment - may not be a true representation of what they’re like at work
• How to recruit externally?

  • Word of mouth 
  • Direct application to the business
  • Advertising e.g. social media 
  • Private employment agencies
  • Headhunting
  • Job centres
  • Government funded training schemes
• Job description

  Details the job title, main roles and responsibilities, working hours, the salary etc…
• Person specification


  Details the personal characteristics needed to do a particular job
• When applying for a job, candidates can apply using:

  Curriculum vitae (Created by the employee)

  Application form (Created by the business)
• Advantages of a CV

  • Written in own style of employee so able to judge personality/passions
  • Quicker for employee to send to multiple businesses so more encouraged to apply
• Disadvanatges of a CV

  • Businesses find it harder to find key information as not structured by them
  • Easier for employee to ‘hide’ information
• Advantages of an application form

  • Quicker for businesses to find key information as structured by them
  • Harder for employees to ‘hide’ information
• Disadvantages of an application form

  • Less chance for employees to show off their own personality/passions
  • More time consuming for employees to complete so may put some off
• Selection process

  Interviews

  Assessment days

  In tray exercises
• Interviews:


  Most common way of choosing candidates.

  Could be interviewed one to one or by a panel of interviewers. 

  Some businesses use phone interviews but these are generally less effective.
• Assessment days:

  Helps test candidates on a range of activities. 

  Include psychometric tests (personality) aptitude tests (competency at job) and group exercises (interactions with others). May also include in-tray exercises…
• In tray exercises:


  Given a scenario and given tasks that need to be completed - normally telephone calls, emails, meetings etc. 

  Usually asked to put tasks in order of importance and say what action should be taken.
• Hiring employees with a positive attitude means..


  that employees are more driven and may be more motivated to learn new skills at a faster rate. Also they are more likely to work better in teams and can motivate co-workers.
• Hiring employees who are highly trained in the skills needed means..

  that the business could have less training costs. However if they don’t have a positive attitude or lack team working skills then they may not be enjoyable or easy to work with which could demotivate co-workers.
• Overall it is easier to learn new skills than to learn how to have a good work attitude so if there is no-one with a good mix of both then...

  businesses will often hire for attitude and train for skills…
• What costs are associated with recruitment?

  • Sending staff to recruitment fairs
  • Possible 2x wages if there is a handover
  • Training for new staff
  • Advertising the vacancy
  • Possible use of an expensive recruitment agency
  • Existing staff needing to have time away from their job to interview
  • Possible travel expenses
• Costs

  Having an effective recruitment, selection and training process is very important:

  • If the person appointed is not suitable or not trained properly then they may leave their job.
  • The more people that leave a job, the higher the labour turnover - the percentage of employees who leave a business over a period of time (usually a year)
  • Having a high labour turnover is expensive for a business as they have to spend more on recruiting and training new employees. 
  • A business gain a poor reputation if they are constantly advertising vacancies and need new staff.
• Induction training


  To introduce new staff to their workplace and their new role
• Induction training usually starts with an introduction to the business (history/background) and going through all the key policies and procedures used in the business - such as health and safety, IT systems and how the line management system works. 

  Employees would be given more information about their specific job role and may include some training. 

  Induction training needs to be effective as otherwise:
• Employees may make...

  mistakes or be unproductive which could be costly for the business
• Employees may become...

  overwhelmed, demotivated and unable to work effectively. Leading to poor productivity and they may leave.
• Types of training

  On the job training

  Off the job training
• On the job training:

  Training given in the workplace by the employer. There are many ways this could be done e.g. mentoring, shadowing other workers, job rotation, apprenticeships and graduate training…
• Advantages of On the job training

  • Cheaper and easier to organise as takes place internally and mainly shadowing.
  • It takes place in a realistic environment so it can be more relatable.
  • Employees get used to specific equipment/software in a work environment.
  • Output is being produced whilst training is being delivered
• Disadvantages of On the job training

  • Trainers are not fully productive and may be frustrated if not rewarded
  • It could be dangerous and bad habits may be passed on…
  • No new ideas are brought to the business
  • Stressful for the worker, especially if working with others
• Off the job training:

  Training that takes place outside the business by an external provider like a local college or university e.g. a trainee accountant might attend night classes before taking professional exams.
• Advantages of Off the job training

  • Trainers are usually specialists so workers are learning the correct methods
  • Output is not affected if mistakes are made and customers are not put at risk
  • Training could take place outside work hours if necessary
  • Seen as more valuable to employees as could be a formal course/qualification
• Disadvantages of Off the job training

  • No output because employees are not contributing to work
  • Very expensive if delivered by specialists
  • Some aspects cannot be taught off the job so workers may feel it is not all relevant
  • Takes time to organise
• How do MANAGERS benefit from staff training?

  Employees will be more motivated and satisfied, meaning they will be easier to work with and better at their job. Training may improve the image of the business making recruitment and staff retention easier.
• How do OWNERS benefit from staff training?

  Employees will be more productive and this means overall costs will reduce which may lead to competitive advantage. This may improve financial performance of the business meaning higher profits and rewards for the owners.
• How do EMPLOYEES benefit from staff training?

  Better working environment as feel confident their job meaning more satisfaction. They will feel more valued and will gain a range of skills that can be used in the future - either to get a promotion or a better job.