126 recruitment

Question 1

what is recruitment

Answer 1

the process of identifying and hiring the best qualified (from within or outside of an organisation) for a job vacancy, in the most timely and cost effective manner

Question 2

the recruitment process

Answer 2

job analysis -> job description -> person specification -> job advert -> shortlisting -> interview

Question 3

what is meant by job analysis

Answer 3

• using workforce planning the business should identify the gap in the workforce which needs filling (the need to recruit).
• job analysis identifies the requirements of the job, knowledge, skills ext

Question 4

what is meant by job description

Answer 4

contains basic details about the job vacancy such as job title (indicates the role that job plays within the organisation) , main tasks , responsibility , employment details (eg. salary, holiday pay)

Question 5

what is meant by person specification

Answer 5

describes the skills, knowledge and experience an individual would need to complete a job

Question 6

what is meant by internal recruitment

Answer 6

• when the business looks to fill the vacancy from within the business from its existing workforce.
  methods - notice board, e-mail, company newsletter

Question 7

what is meant by external recruitment

Answer 7

• when the business looks to fill the vacancy from any suitable applicant outside the business
  methods - adverts, newspaper, social media , job centre , recruitment agency

Question 8

(+) of internal recruitment

Answer 8

• career development - existing employees can develop their skills/knowledge so would have greater motivation , retains staff who would otherwise leave
• faster and cheaper than external as selection methods can be skipped
• employer knows about the internal candidates abilities, experience, skills so reduced risk

Question 9

(-) of internal recruitment

Answer 9

• removes new skills, ideas and experiences that external staff can bring so the business may be resistant to change
• external candidates may be better suited/ qualified for the job
• another vacancy will be created that will need to be filled

Question 10

(+) of external recruitment

Answer 10

• improved quality through new fresh ideas, experiences and skills
• reduces training expenses by hiring an employee experienced with working at the required level

Question 11

(-) of external recruitment

Answer 11

• takes longer and costs the company more
• destroys incentive for current employees to aim for promotion, damaging productivity
• induction training can take time and be costly

Question 12

interviews

Answer 12

• the candidate to be able to explain their suitability for the job and for the interviewers to gather as much relevant information about the candidate as possible

Question 13

psychometric testing

Answer 13

• used to help identify candidates with with suitable personality traits for the job

Question 14

aptitude and ability tests

Answer 14

• candidate completes core tasks of the job to see if they actually have the skills/ competence

Question 15

work trail

Answer 15

• a way of trying out a potential employee before offering them a job. the potential employee will be introduced to the core tasks of the job/ complete them effectively

Question 16

assessment centres

Answer 16

• assesses candidates suitability for the job through various tasks and activities , often the last stage of the selection process for large graduate recruiters .

Question 17

(+)/(-) of interviews

Answer 17

(+) can see how the candidates personality type fits with existing team, can discuss candidates long term ambitions reducing absenteeism, discuss progression holiday entitlements ext

(-) limited time window, candidates prepare well for interviews , expensive- takes manages away from their day-to-day job

Question 18

(+)/(-) of work trails

Answer 18

(+) most effective way of seeing the capability of candidate, you can see what training is required, identify if they are worthy of progression
(-) high pressure , may cause costly mistakes eg.cooking- burning kitchen

Question 19

importance of effective recruitment processes

Answer 19

• increased chance of attracting/ hiring the right candidates for a job, reducing further recruitment and selection costs associated with having to recruit because of early leavers
• the right staff are more likely to be productive and fit into the organisation if they have been recruited and selected effectively
• money can be saved on training , retains internal staff through progression

Question 20

effective recruitment depends on

Answer 20

• can be time consuming and costly
• complex recruitment/ selection procedures could prevent people applying or pursuing their application
• lack of creativity and new ideas if the same process is used to recruit and select candidates

Question 21

impact of recruitment to government (model paragraph)

Answer 21

Good recruitment is important to the government as it keeps employees in work for longer if they find the role that is best suited for them
This is important because if the recruitment process is poor then the business ends up having higher labour turnover which means that there is a greater need for governmental support
The impact of this is that the government will have to spend extra money on social support such as adult education and benefits
This however depends on the individual employment and their own ability to find work else where, so for a highly skilled worker, the chances of them needing support is much less than an entry level worker

Question 22

importance of recruitment to employees.

Answer 22

• the are placed in jobs that match their skills and interests which is essential for job satisfaction - likely to enjoy their work and feel competent in their position/ more motivated
• recruitment processes that consider employees long term career aspiration- job satisfaction/ loyalty as they feel valued when when they see opportunities for growth and advancement
• proper recruitment ensures that there are enough staff to handle workload , preventing employees feeling burnout/ stressed- better well being- less likely to leave

Question 23

importance of effective recruitments depends on (employees)

Answer 23

• depends on how clearly the job roles are defined- leads to mismatches between job/employee resulting in dissatisfaction/ turnover
• depends on the accuracy of the qualifications, experience and skills required for the position, if not clearly defined- recruitment processes attracts candidates who aren’t the best fit
• depends on internal/ external recruitment- affects if it meets company’s needs

Question 24

importance of recruitment to employers

Answer 24

• recruitment is essential for attracting candidates with the right skills/ qualifications - right talent can drive innovation, efficiency- crucial for maintaining a competitive edge
• hiring right people increases productivity, well suited to their job so preforms tasks effectively, contributing to business overall success
• minimises costs associated with high turnover eg. additional recruitment expenses, training costs, low productivity - hiring right first time reduces need for frequent rehiring

Question 25

importance of recruitment depends on (employers)

Answer 25

• depends on the channels used eg.social media, job centre- different channels attract different types of candidates so choosing the right one is crucial

-depends on the resources allocated for recruitment eg. advertising, salaries which influence the quality of the process

-depends on if the employer has a clear understanding of the specific skills/ experience required for the role- ensures recruitment process targets the right candidates

Question 26

importance to recruitment to customers

Answer 26

• effective recruitment ensures that a company has a skilled workforce- able to produce high quality products
• hire employees who provide high levels of cutomer service- high customer satisfaction
• recruitment of creative and innovate employees enables companies to develop new products that meet changing customer needs- crucial for having a competitive edge

Question 27

importance of recruitment depends on (customers)

Answer 27

• depends on the methods used during recruitment eg,interviews , personality tests, influence the ability to select candidates who will excel in customer service roles