2.5.2 Effective Recruitment Flashcards
Responsibilities of directors:
- overall business performance
- business target-setting and strategy formation
Responsibilities of senior managers:
management and leadership of key business functions
Responsibilities of supervision and team leaders:
- leading a team of workers
- performance management
- providing training, support and motivation
Responsibilities of operational staff:
carrying out the key operations of a business
Responsibilities of support staff:
providing services that support the main function of the business
Recruitment process:
- Decide on type of worker need
- Draw up recruitment documents - e.g. job adverts, job descriptions, person specification, job particulars etc.
- Attract applicants - e.g. through job adverts
- Receive applications - though CVs, application forms and letters
- Shortlist - a list of suitable candidates is drawn up
- Selection - involves interviews and assessments, references might be requested
- Select the right people - involves interviews and assessments; references might be requested
- Training - to develop skills using on-the-job and off-the-job training (all staff, but especially new staff)
Person specification:
- a profile of the ideal candidate for the job
- It lists the criteria necessary to carry out the job – skills and qualities
- essential and desirable characteristics
What should be included in a person specification?
- Skills, knowledge and aptitudes
- Experience
- Qualifications, education and training
- Personal characteristics
- Essential and desirable criteria
Skills, knowledge and aptitudes:
Include any skills, knowledge or aptitudes that the candidate need e.g. IT or written skills
Experience:
You may want candidates to have prior experience of performing particular skills or tasks
Qualifications, education and training:
- Required qualifications must be necessary for satisfactory job performance
- In some professions it will be a legal requirement that the candidate has certain qualifications in order to practice
- In other cases it may be that it would be impossible to carry out certain tasks without having been trained to do them
Personal characteristics:
If you want candidates to demonstrate particular personal qualities e.g. the candidate may need certain personal qualities such as the ability to work in a team, or to take on a leadership role
Essential and desirable criteria:
- ‘Essential’ criteria are those attributes or qualifications which the candidate must have in order to do the job
- Any candidate who does not meet these requirements can be ruled out straight away
- ‘Desirable’ criteria are not essential to carry out the job but a candidate who meets these criteria is likely to perform the job better
- Desirable criteria can help you choose between good candidates who all meet the essential criteria
Benefits of a person specification:
- it can be used as a guide when devising job advertisements and application forms
- it provides recruiters with a tool to compare one candidate with another
Job description:
contains essential information about a job role
What does a job description include?
- job title
- who the person is responsible to (line manager)
- key duties
- salary or wage
- responsibilities
- special requirements
- conditions
CV:
a document that lists a person’s experience and qualifications
What does a CV include?
- employment and history
- skills and experience
- references from current or previous employees
Contents of job application form:
- Person details (name, nationality etc.)
- Educational history and qualifications
- Previous employment history (periods, positions, roles, achievements etc.)
- Sustainability and reasons for applying for a job
- A chance for applicants to sell themselves’
- Names of referees
Advantages of job application form vs CV:
- Business can tailor questions and format to exact needs
- An application form forces candidates to answer same questions and provide information in a consistent format
- CV’s come in many different formats, with key information either missing or presented in different ways
- Encourages the applicant to consider the specific needs of the employer – e.g., to respond to questions relevant to the employer
- More likely to get up to date information from the applicant
Reasons for rejecting candidate from job application stage:
- May not meet standards et out in job specification
- Wrong qualifications
- Insufficient experience
- May not have completed application form to a satisfactory standard
- May be unlucky
- Employer has set a limit on number of candidates who progress through to interview stage
Internal recruitment:
jobs given to staff already employed by the business, involves promotion and reorganisation
Pros of internal recruitment:
- fast and easy to advertise vacancy
- cheaper than external advertising - saves money
- candidates already know the business so will be more efficient from the beginning
- promotion opportunities motivate current employees and increases employee engagement
- shorter hiring time
- reduces need for onboarding
Cons of internal recruitment:
- May create jealousy between employees
- Limits application pool
- May leave gaps in certain teams
- May encourage unfair promotions