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Business > 18 Recruitment and selection > Flashcards

18 Recruitment and selection Flashcards

1
Q

Define full-time employment

A

Where employees are expected to work for the full working week

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2
Q

Define part-time employment

A

Where employees work fewer hours than full-time colleagues

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3
Q

What are the benefits of full-time employment?

A 
Workers entitled to benefits which motivate them
Steady income
Steady schedule
Stronger loyalty
Earn more
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4
Q

What are the drawbacks of full-time employment?

A

Increased work stress
Higher labour costs
May not be needed at all times - less efficiency and wasted money

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5
Q

What are the benefits of part-time employment?

A 
Flexible
Suits certain employees e.g. students
Less stressful
Lower labour costs
May provide doorway for full-time employment
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6
Q

What are the drawbacks of part-time employment?

A

Less commitment

inconsistent work

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7
Q

Define job share

A

Form of part-time work where 1 full-time job is done by 2 people

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8
Q

What are the benefits of job share employment?

A

Less stress

More motivated

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9
Q

What are the drawbacks of job share employment?

A

Relies on strong co-operation and communication

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10
Q

Define casual employment

A

Where workers don’t get any guarantees of work hours - work hours are variable

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11
Q

What are the benefits of casual employment?

A

Flexible for business

More efficient - prevents wasting money on unneeded employees

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12
Q

What are the drawbacks of casual employment?

A

Less commitment
inconsistent work
Less financially secure - less motivation

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13
Q

Define seasonal employment

A

Employees that only work for a particular time of the year

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14
Q

What are the benefits of seasonal employment?

A

More flexible - suits business needs

Less fixed costs

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15
Q

What are the drawbacks of seasonal employment?

A

Less commitment

Inconsistent work

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16
Q

Define temporary employment

A

Employee works for a short period of time

17
Q

What are the benefits of temporary employment?

A

Reduced fixed costs

Might provide doorway for permanent employment

18
Q

Define internal recruitment

A

Appointing workers from inside the business

19
Q

What are the 8 stages in recruitment?

A
  1. Identify the type and number of staff needed
  2. Write job description
  3. Write person specification
  4. Advertise the vacancy
  5. Candidates apply
  6. Candidates are shortlisted
  7. Shortlisted candidates are interviewed
  8. Evaluate interviews and appoint the best candidates
20
Q

Define job description

A

Document that highlights information about the job - what the employee will do, responsiblities, workload, what they will do on a daily basis

21
Q

Define person specification

A

Document highling the list of qualities the new employee should have - qualities, qualifications, work experience, skills

22
Q

Define CV

A

Summary of working life to date

23
Q

Define job application form

A

Standard document used to collect information from a job applicant

24
Q

State one advantage of using application forms

A

Ensures that the same information is collected from each candidate, makes comparison easier

25
Q

Define external recruitment

A

Appointing workers from outside the business

26
Q

What are the advantages of internal recruitment?

A
  1. Cheaper as it saves on advertising
  2. Internal recruits are familiar with company policy and working practices
  3. Staff may be more motivated if they know there is a chance of promotion
  4. Person appointed is more well known and their performance is more predictable
27
Q

What are the advantages of external recruitment?

A
  1. A business will have a much larger pool of employees to choose from
  2. A new person may be more talented and may have more experience
  3. A new person may have new, fresh ideas
28
Q

What are the disadvantages of internal recruitment?

A
  1. Employees may not be experienced enough to take on job

2. New ideas are less likely to be generated

29
Q

What are the disadvantages of external recruitment?

A
  1. Advertising costs are high
  2. Not familiar with business
  3. Performance is not predictable

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