Business, Unit 3 - People Flashcards
Recruitment objective
Attain the number and quality of employees that can be chosen to help the business achieve its aims and objectives.
Why might a business have a job vacancy?
- someone retires
- someone is dismissed
- leaves for new job
- sick leave (temporary)
- maternity leave (temporary)
- promoted within the business
Recruitment and selection journey
1) identifies job vacancy
2) write job description
3) write person specification
4) advertise job
5) send application forms
6) receive applications form
7) shortlist candidates
8) interviews
9) select best candidate
10) make a job offer
What is the difference between recruitment and selection?
Recruitment : process of searching for new employees and trying to get them to apply for the job
Selection : screening of the candidates who have applied for the job so that the most suitable person for the job can be chosen
Job description
A document that describes the duties a worker needs to carry out whilst on the job. e.g writing letters OR answering the phone
Person specification
A document that lists the qualifications, skills and experience that is needed in order to apply for a particular job.
e.g having good communication skills OR English language GCSE
Internal recruitment
When a vacancy is filled by a person already in the organisation
External recruitment
When a vacancy is filled by someone who does not already work in the organisation
Internal recruitment : benefits
- good for morals when someone is promoted
- frees up new vacancy
- cheaper, no advertising
- employee already is familiar with the business and is already known by the organisation
External recruitment : benefits
- new ideas
- stop resentment
- more candidates to choose from
Internal recruitment : disadvantages
- NO new ideas
- other workers may be jealous
- cause resentment
- another job will need to be filled
External recruitment: disadvantages
- longer to recruit
- limited choice
- expensive
- candidates aren’t well known
Information on job advertisement
- duties
- qualifications
- experience needed
- skills needed
- salary details
- days & hours of work
- place of work
Job advertisement media; local newspaper
- contains job section
- not usually expensive
Job advertisement media; national newspaper
- contains job section
- more expensive
Job advertisement media; specific magazine
- job section ( typically at back )
- targets particular industries and group of workers
E.g TES magazine (Teaching Educational Supplement) is aimed at teachers
Job advertisement media; job centres
- run by government
- computers to search for jobs
- offer advice to job seekers
Job advertisement media; websites
- SOLELY for advertising jobs (more expensive)
- job placed on business’ own website
Job advertisement media; word of mouth
- mention of vacancy to other people
- useful for seeking local employees
Job advertisement; social media
- business advertises using social media account (Facebook)
SOCIAL MEDIA IS ON THE RISE
Internal ways to advertise a job
- post advertisement onto company’s own intranet
- physical copies on bulletin boards
- send company - wide email to all employees with the advertisement attached
Methods of selection
Ways a business narrows down the applicant for a job
Help to find out more of:
- applicant’s skills
- experience
- qualifications
An informed decision can be made about who to offer the job to
Methods of selection; stage 1
- CV
- application form
- letter of application
Curriculum Virtae (CV)
- Latin for ‘course of life’
- summarises candidates skills, work experience and education/qualifications
- a document written (1 or 2 sides of A4)
CV advantages
- organising ability (of candidate)
- easy to see essential information at a glance
CV disadvantages
- candidates may exaggerate the truth
- too long, won’t be read
Application form
Applicants provide information in answer to questions on a form. The form has spaces for specific information to be written
Letter of application/ cover letter
A letter written by the applicant explaining why they believe they are suitable for the job
Interview
The applicants meets people from the business for a face to face discussion. Each candidate will be asked a series of identical questions so that their answers can be compared
Why might sending an application/ cover letter with a CV may help a candidate to proceed to the next stage of selection?
- show punctuation and grammar skills
- show candidates desire to be successful, personalised to the job they are applying for
Method of selection; stage 2
- interviews
- group activities
- presentation & tests
Methods of selection; group activities
- help employees to establish how good applicants are working within a team
- help employers identify which applicants can come up with good ideas to solve problems
References
Statements from previous or current employer or responsive person about the suitability of the applicant for the job. The referee may comment on the candidate’s personal qualities, how well they work and their punctuality/ attendance records.
Training
A short term process of increasing the knowledge and skills of the workforce to enable them to perform their jobs effectively
Induction training
Training aimed at introducing new employees to a business and its procedures. This training does not aims to teach new staff how to do the job, it aims to help them settle in.
Why is induction training important?
- enables new recruit to become productive as quickly as possible
- helps to settle any nerves
On the job training
Employees receive training whilst remaining in the workplace. They are normally shown what to do by a more experienced employee through demonstration or shadowing.
Coaching
Coaching may also occur in ‘on the job training’
This is when the coach offers suggestions about how the trainee could improve.
On the job training; advantages
- individual training improves performance
- cheaper as no travel/accommodation costs
- trained to do the job in the way the firm wants it done
On the job training; disadvantages
- trainer cannot complete their work
- ineffective for training groups
- work is low quality
- bad habits could be passed on
Off the job training
Employees taken away from their usual place of work to be trained
Off the job training; advantages
- enjoy environment change
- learn from experts
- workers feel valued
- improves worker’s motivation
Off the job training; disadvantages
- expensive
- loss of working time (not producing goods or services)
- employees now have new skills/qualifications and may leave for a better job
Benefits of training
- good customer service
- high quality work
- increased motivation
- increased productivity
- less supervision required
Why does training result in higher quality work?
Gained the knowledge and skills required to perform a higher a standard
Why does training result in more motivated staff
Staff appreciate that time/money has been invested in them. Therefore more willing to work because they feel valued.
Why does training result in better customer service?
Staff have the knowledge to answer customer questions correctly, as well as the skills to deal with customers in a friendly/genuine manner
Why does training result in higher productivity?
Staff have the knowledge and skills to work faster. If more products are produced in the same amount of time, productivity will have increased (average unit cost)
Why does training result in a reduced need for supervision?
Staff have the knowledge and skills to complete tasks without needing to ask as many questions, and less likely to make mistakes
Why does training make it easier to recruit and retain staff?
Staff appreciate when a business invests in them by offering training, and so an attractive training programme may encourage the, to apply for a job. It will also encourage them to stay with that business.
Why does training make it easier for staff to adapt to new technology?
They will have gained the skills and knowledge to be able to operate/ use the new terminology without as many problems.
