1.4.2. Recruitment, Selection and training Flashcards
recruitment
attracting potential candidates
filling job vacancies by defining the job, attracting suitable candidates & selecting those best suited to fill it
person specification, job description, advertisement
FINDING
selection
CHOSE
choosing ideal candidates
assessment centre, curriculum vitae (CV), interview
8 reasons why recruit?
- temporary (maternity/paternity/illness/ injury) (contracts/training)
- dismissal
- role with high staff turnover
- leaves or headhunted (retire/death)
- promotion
- change in organisation structure (taller) or relocating?
- increase demand of job (new skills needed)
- expanding = new roles created = specific skill set
internal recruitment
fill vacancy from within existing workforce
e.g. promotion of existing, announcement/notice board, memo, advertise on intranet, deploy to other branch
external recruitment
fill vacancy from outside the business (external source)
e.g. recruitment consultant, job centre, word of mouth, headhunted, advertise online
personal recommendation
could be internal or external recruitment
4 adv and 3 dis of internal recruitment
adv:
1. know (systems/process = productive)
2. business culture (train less)
3. cheaper/easier
4. trust skills and capabilities
dis:
1. smaller pool of talent
2. biased
3. tension/conflict = someone leaves
adv and dis of external recruitment
adv:
1. outside = critical assess
2. new ideas/perspectives
3. processes/ideas from another sector
dis:
1. longer selection process = time/costs
2. not integrate well
8 stages of the recruitment and selection process:
- identify vacancy (work force plan, skills audit) (skills required & no. of employees, hours/qualifications?)
- job description (outline task/ responsibilities)= require?
- person specification (e.g. resourceful, growth mindset, team player) -> attract potential
- advertise vacancy (emails/meetings)
- receiving applications (moved from CV to application forms)
- Short list/reference (CV/application form)
- Assess candidates (interview) (selection methods)
- offer position (appoint appropriate)
application forms
tailored application, effort to apply, easier/efficient short list
4 methods of selection
- interview
- tests
- reference
- assessment centres
interview
in-depth dialogue with potential applicant
types=face2face, telephone, panel, group
adv: identify whether “right” person
dis: recruiter influenced by appearance/ social skills
tests
IQ, aptitude test, psychometric, fitness, medical, leadership (DBS)
adv: assess attitudes/aptitudes
dis: only show what already know, not what learn in future
reference
adv: check success at previous jobs
dis: writer not open about candidate weakness
assessment centres
adv: skills of team-working and leadership
dis: allow someone who is quiet but able to slip through net
8 reasons why recruitment and selection is costly?
- advertisement costs
- long process (admin costs)
- cost of running events/hire assessment centre
- divert from job (cover)
- restart - costly = leave = cost start
- hire tech support
- outsourcing costs
- redeploy affects performance
types of training
- induction
- on the job
- off the job
induction training
newly appointed = fully productive ASAP
familiarise key aspects
-health/safety (procedures)
-tour of organisation/intro to employees
-details of employment (pay/holiday/duties)
-learn aims/value = inspired = welcome comm = motivate
3 pros and 3 cons of induction training
pros:
1. avoid costly mistakes
2. productive ASAP
3. increase flexibility = respond to change
cons:
1. expensive/costly = evaluating effect
2. time consuming
3. production = disrupted
on the job training
in workplace and working
not required to leave workplace
instruction while carrying out job, whilst productive
e.g. mentoring/coaching
understand how work fits into company = motivated = improve quality/outcomes
4 pros and 4 cons of on the job training
pros:
1. specific/tailored
2. mistake = instant advice
3. Cost effective = learn whilst doing (productive)
4. train alongside real colleagues
cons:
1. less knowledge on methods used elsewhere
2. lower priority, focus on production targets = lost output (disrupt)
3. quality dependent on time/trainer ability = bad habits
4. learning env = not conducive (possible)
off the job training
away from work place (not working) = instructions
e.g. training facilities (seminar rooms), uni, private training agency
cared for & worthy = motivated to please = quality
training
process of equipping employees with skills and knowledge necessary to carry out their job effectively
7 benefits of training
- motivation = empowerment
- recruitment/employee retention
- easier to implement change
- less supervision needed
- increase flexibility better skills
- higher quality
- better productivity
4 methods of on the job training
- demonstration/instruction
- coaching (close working relationship)
- job rotation (wide range of activities)
- projects (on team = exposure to parts) “multi disciplinary”
methods of off the job training
- day/part time attendance at college
- professional development course
- online training/distance learning
adv and dis of off the job training
adv:
wider range of skills/qualifications gain
learn outside specialist
confidence increases
dis: expensive (transport/communication) lost working time/ employee production new employee = induction training new skills = leave for new job
difference between job description and person specification
job description = overall purpose of role, main tasks to be carried out
person specification = skills and experience required to perform job effectively
3 costs of training
- financial
- operations disrupted
- higher skilled = poached
