Management Of People And Finance Recruitment And Selection N5 U2 P7

Question 1

Stages of the recruitment process

Answer 1

Jon analysis
Job description
Person specification
Advertising (internal/external)
Application forms/CVs
Selection(log list/short list)
Interview
Testing
Selection and references

Question 2

Job analysis

Answer 2

Prepared by the Human Resources department
Contains:
Typical tasks
Knowledge and skills required for the job
Interpersonal skills required
Technology required
Responsibilities of the job

Question 3

Job description

Answer 3

Produced by HR department
Gives a description of the job available
Sent to people who are interested so they can have more information to decide whether or not to apply for the job

Question 4

Job description includes

Answer 4

Job title
Description of duties
Main purpose of the job
Department that job is located
Main responsibilities
Working conditions
Salary

Question 5

Person specification

Answer 5

Produced by the HR department
Lists personal qualities, usually split into essential and what is desirable

Question 6

Person specification includes

Answer 6

Physical characteristics- speech and looks
Achievements- education, training, experience
Intelligence- agility to problem solve
Skills and abilities- physical, language, numeracy, IT, depiction making, leadership
Personality- social skills, personal qualities, ability to work under stress
Interests- what do they do when they’re not working

Question 7

Internal recruitment advantages

Answer 7

Quick solution
Opportunity to promote
Person is known
Low cost

Question 8

Internal recruitment disadvantages

Answer 8

It creates another vacancy to be filled
An external candidate may be better

Question 9

Internal vacancy

Answer 9

Memo/email
Staff bulletin
Notice board
Staff meeting

Question 10

External recruitment

Answer 10

Newspaper advert
Agency
Job centre
Internet
Head hunters

Question 11

Newspaper advert advantage and disadvantages

Answer 11

Advantage Disadvantages
Can reach a lot of people Expensive
Not so popular

Question 12

Agency advert advantages and disadvantages

Answer 12

Advantages Disadvantages
Specialises in recruitment Expensive
Provides business with short list for interview

Question 13

Job centre advert advantages and disadvantages

Answer 13

Advantage. Disadvantage
Operated by government
Lots of different vacancies
Limited target market
Poor associated image

Question 14

Internet adverts advantage and disadvantages

Answer 14

Advantage Disadvantage
Cheap
Reaches a huge potential audience
Apply via website

Question 15

Head hunters advert advantage and disadvantages

Answer 15

Advantage. Disadvantage
Usually limited to senior positions
Expensive
Specialised agency

Question 16

Adverts

Answer 16

A job advert tells an applicant what they need to do in order to apply

Question 17

Application forms

Answer 17

These are produced by the organisation so they can find our the information the need
Nowadays they are done online this is so they can scan information they require

Question 18

Curriculum vitae [CV]

Answer 18

If an application form is not used to apply, an organisation can accept a CV
A CV is a summary of qualifications and experiences for an applicant
A CV holds information that you chose to give

Question 19

Long and short list

Answer 19

The long list is a list of applicants that may be suitable for the post
Everyone from the long list may be invited to an interview
A short list is then drawn up
Short list is interviewed, one candidate is ten chosen for the job

Question 20

Interviews

Answer 20

Carried out by the HR department
It is an opportunity for the potential new employees to sell themselves to the organisation and are a case for them to be offered the job

Question 21

Ways an interview can be carried out

Answer 21

One person interviews the candidate at a time
An interview panel [at least two people] interviews the candidate one at a time
An interview panel [at least two people] interviews a group of candidates
By telephone, one person or a panel
Using skype/ FaceTime

Question 22

Elements of a good interview

Answer 22

Putting the candidate at ease
Telling the candidate about the process
Telling the candidate about the job
Listening to the candidate and appearing interested
Sticking to the same script in fairness to all candidates
Keeping the flow
Letting the candidates ask questions

Question 23

Types of testing

Answer 23

Aptitude test
Psychometric tests
Personality tests
Assessment centres

Question 24

Aptitude test definition

Answer 24

Designed to test a particular skill/s
Objective test to compare and measure candidates against each other

Question 25

Psychometric test definition

Answer 25

Can measure personality, attitudes and character
Often used in management/graduate recruitment
Fairness and accuracy have been called into question

Question 26

Personality tests definition

Answer 26

Gives an insight into the candidates personality
Can indicate if the person will ‘fit in’

Question 27

Assessment centres

Answer 27

Tests usually take place over a period of time
All candidates attend together
Usually set a series of tasks and assessed on their performance

Question 28

Selection and references

Answer 28

Once the candidate is chosen they must be offered the job
A reference is when the organisation contacts the previous employer for information on how they were as an employee
This can also be done by contacting someone who knows the chosen candidate well in a professional way