1.4.2 Recruitment, Selection And Training Flashcards
What is recruitment
- recruitment is the process of attracting and identifying potential job candidates who are suitable for a particular role
- it includes job advertising, job fairs, social media outreach, and referrals from current employees
- the goal of requirement is to create a pool of qualified candidates who can be considered for the role
What is the selection process
- the process of choosing the best candidate
- involves reviewing CVs and conducting interviews or assessment tasks
- the goal of selection is to hire the most suitable candidate for the job
- Define the role
- business needs to determine exactly what is required
- needs to develop a job description and a person/job specification
- job specification = outlines the qualifications, skills, experience, and person qualities required from a candidate for a specific job
- job description = outlines the duties, responsibilities, and requirements of a particular job
- Determine the best source of candidates
- when the business advertises the role either internally, externally or both
Internal recruitment and adv + disadv
- internal recruitment is the process of hiring employees from within the organisation
Advantages:
- internal candidates are already familiar with business culture and processes
- can adapt to the role quickly
- little need or induction training
- business has a good understanding of the candidate’s strengths, weaknesses, skills and aptitudes
- opportunities to progress can be motivating for existing employees
- cheaper and quicker to promote or redeploy existing staff rather than recruit internally
Disadvantages:
- can lead to conflict or resentment
- may affect motivation and working relationships between successful and rejected internal candidates
- a further vacancy is created where an employee is promoted / redeployed
- a limited number of suitable candidates may be available internally
- missed opportunity to inject new ideas, experience or skills into the business
What is external recruitment and what are some examples of it
- external recruitment is the process of hiring employees from outside the organisation
Methods:
- referrals/personal recommendations
- online advertising
- newspaper advertising
- specialist trade publications
- employment agencies
- headhunting
- job centres
- careers fairs
- Advertise
- strong social media presence = advertise on the platforms = cost effective
- depending on the nature of the business, there may be specialist recruitment portals through which they can advertise and these tend to cost more
- Receive applications
- involves collecting information from potential candidates
- business might have own application form ,and may ask candidates for their CV and cover letter
- candidate pool will get shortlisted to a smaller number of candidates who will be invited for interviews
- The selection process
- different for each business
- most common methods are interviews and assessment tasks:
Interviews:
- involves meeting (face-to-face on online) and asking questions about their skills, experience, and knowledge
- it is important to prepare a set of relevant questions to ask all candidates and to ensure that the interview is conducted in a fair and consistent manner
Assessment tasks:
- prove shortlisted candidates with the opportunity to demonstrate their skills and suitability for the job
- the assessment tasks may include psychometric tests, group exercises, presentations, and interviews
Costs associated with recruitment, selection & training
Recruitment costs:
- the expenses incurred in the process of hiring new employees
- advertising, recruiting, interviewing, and screening candidates
- high labour turnover rates can significant;y increase these costs
Training costs:
- the expenses incurred in the process of providing training to new or existing employees
- cost of trainers, training materials, facilities
- the effectiveness of training can impact these costs
Selection costs:
- the expenses incurred in the process of selecting candidates for employment
- background checks and visa costs
- high labour turnover rates an increase the selection costs as the business has to spend more regularly
Types of training: induction training
- type of training that new employees receive when they start working for a company
- it introduces them to the company, its culture, policies, procedures, and their job roles and responsibilities
Advantages:
- help new employees understand their on role and responsibilities
- introduces employees to the company culture, policies, and procedures
- improves employees to confidence and motivation
- reduces the time taken for new employees to become productive
Disadvantages:
- can be time consuming and expensive to organise
- may not cover all aspects of the job roles
- may not be effective in all cases, leading to employee dissatisfaction and higher turnover rates
Types of training: on the job training
- a type of training that takes place while employees are working in their job roles
- it allows employees to learn new skills and knowledge from colleagues while performing their job duties
Advantages:
- employees learn new skills and knowledge while performing their job duties
- training is tailored to the employee’s specific job roles and responsibilities and responsibilities
- training is often more practical and relevant to the employee’s job duties
- can be cost effective as it takes place during working hours
Disadvantages:
- employees may make mistakes while learning, which can impact productivity and quality
- can be disruptive to the workplace as it requires the trainer to devote time to training the employee’s specific job
- may not be effective in all cases, leading to employee dissatisfaction and higher turnover rates
Types of training: off the job training
- a type of training that takes place outside the workplace
Advantages:
- employees learn new skills and knowledge outside of the workplace, which can bring fresh new ideas and perspectives to the workplace
- training can be tailored to the employee’s specific needs and interests
- training can be used as a reward or incentive for high-performing employees
- can be cost-effective if training is provided online or through webinars
Disadvantages:
- can be expensive to organise, especially if travel and accommodation are required
- employees may miss work while attending training which can impact productivity
- the training may not be directly applicable to the employee’s job role or the needs of the firm
