Recruitment and Selection of Employees

• recruitment:

  -the process of hiring a new employee
• a business may find new employees if:

  -they are setting up a business

  -they have grown

  -they are entering new markets (diversification)

  -they have had employees leave
• finding the best employees will lead to:

  -high levels of productivity

  -high quality products/customer service

  -staff retention
• the recruitment process: (p1)

  -identify job vacancy using job analysis

  -write a job description and person specification

  -advertise the job vacancy
• the recruitment process: (p2)

  -collect the applications

  -shortlist the applicants

  -select a successful candidate

  -appoint them the role
• documents/selection methods:

  -CV

  -job analysis

  -person specification

  -job description

  -application form
• job analysis:

  when a business collects and interprets information about a job vacancy to make sure the managers of the business know the type of person they need to recruit
• person specification:

  -a document created by a business that wants to fill a vacancy

  -details about the educational background, skills and experience the business wants applicants to have
• non essential vs essential:

  essential - a person must have it in order to apply for the role

  non essential - may give applicants a better chance of getting the job
• job description:

  -another document produced by a business that wants to fill a vacancy

  -list all of the duties that are required in the role
• job description details:

  -job title

  -rate of pay/salary

  -hours of work

  -location of work

  -duties included in the role

  -who the employee would report to
• application form:


  -completed by a potential employee applying for a job

  -a series of questions for an applicant to answer

  -a section for applicants to write about why they are suited for the job
• application letter:

  -applicants must demonstrate why they should be employed to fulfil the job role
• CV:

  -a personal document

  -applicant's skills, experience, qualifications and hobbies

  -used to decide whether an applicant matches the requirements of the person specification
• selection:

  -production of a shortlist

  -process of choosing which applicant to employ
• interviews:

  -meetings (face to face/telephone/video)

  -assess how suitable an applicant is for the job role

  -some businesses use group interviews
• psychometric tests:

  -measure aspects of an applicants personality

  -judge which applicant is most suitable for the job and who will fit in best in the workplace
• assessment centres:

  -applicants will be asked to complete a number of tasks such as role-play, psychometric tests, interviews and practical tasks
• internal recruitment:

  -when a business fills a job vacancy with an existing member of staff

  -a promotion to a higher position

  -a transferring an employee to a different area of the business.
• internal recruitment job vacancies will be advertised through:

  -word of mouth

  -employee newsletters

  -staff noticeboards

  -internal emails

  -intranet (network only accessible to a particular organisation)
• internal recruitment advantages:

  -applicants have an understanding of the business and how it works

  -already knowing co-workers

  -promotions to more senior roles can increase motivation

  -no need for expensive advertising, recruitment or selection processes
• internal recruitment disadvantages:

  -limited number of applicants

  -business may have to pay for training to ensure an employee is skilled for the job
• a contract of employment includes:

  -working hours

  -pay

  -holidays

  -duties

  -place of work

  -notice period
• contract of employment:

  -given within 2 months of starting work

  -a legal agreement between the employer and employee, which sets out the terms and conditions of employment
• full time contract:

  -35-40 hours over 5 days

  -skilled and committed

  -better communication between staff

  -higher wages

  -likely to have more training opportunities

  -more likely to receive a promotion
• part time contract:

  -10-30 hours

  -help during busy periods

  -work around commitments/age
• job share:

  -when two or more employees combine to fill one job role

  -work part time hours

  -more skills for the business
• zero-hour contracts:

  -no set/guaranteed hours of work

  -flexibility to meet increases in demand

  -not have job security/regular level of income

  -less loyal to the business