Recruitment

Question 1

What is workforce planning

Answer 1

Ensuring that there will be the right number of workers, with the right skills, doing the right jobs, at the right time and in the right place.

Question 2

What is the recruitment process

Answer 2

The recruitment process is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs within an organization.

Question 3

What are the steps in the recruitment process

Answer 3

Firstly Job analysis
Draw up job description
Draw up person specification
Advertise vacancy
Send out application forms
Receive applications/CVs
Short list / reduce number that applied
Interview
Choosing the right person
Request references

Question 4

What is internal recruitment

Answer 4

Internal recruitment is when an organization looks to fill jobs with their current employees, sourcing talent from other teams, departments, and job functions within a company.

Question 5

What is external recruitment

Answer 5

External recruitment on the other hand is when an organisation looks to fill vacancies from applicants outside of the company.

Question 6

What is job analysis

Answer 6

The process that identifies and determines in detail the particular duties and requirements of the job and also what position requires in terms of aptitudes, knowledge and skills.

Question 7

What is job description

Answer 7

Used in job advertisement to show what the job entails and what the employee will be expected to do, the applicant can decide whether to apply for the job and whether they have the skills to carry out the tasks.

Question 8

What is the content in a job description

Answer 8

Job title
Pay
Nature of work
Days worked
Part time or full time – hours worked
Holiday entitlement
Who the worker will be responsible to
Location/address
Date to start
Responsibilities

Question 9

What is a person specification

Answer 9

A profile of a person suited for a job/the type of person an employer is looking for.

Question 10

What is the content in a person specification

Answer 10

Qualifications, skills, experience/work history, personality, qualities.

Question 11

What are the pros and cons of an interview

Answer 11

+ Interviews allow information to be collected this can show if they can preform the job and give candidates full details about the job and see if it will suit them.

• Interviewers often decide to accept or decline the candidate in the first 3 minutes and interviews can create more stress for candidates.

Question 12

What are the pros and cons of work trials

Answer 12

+ Cheap for the business
Gives the employer and candidate a genuine experience of working together.

A successful work trial is expected to lead to
employment.

• Employees not working as they should

Takes time up from trainer

Question 13

What are the pros and cons of testing

Answer 13

+ Some tests can measure how well a candidate can cope with problems and Intelligence test can give an indication of there mental ability

• Have to have a qualified person to do the tests and question is there 1 real ideal person

Question 14

What are the pros and cons of selection exercises

Answer 14

+ They allow more info to be gathered than other methods and allow large numbers to be assessed which save costs.

• time consuming and some people don’t enjoy activities like this

Question 15

What are the pros and cons of telephone interviews

Answer 15

+ Interviewers less bias, Are more cost effective and easier to conduct than F2F interviews and Interviews can be conducted over a wider geographic scope, even globally.

• Respondents have to actually answer the call and can hang up at any time, Behavior and body language cannot be observed and Interviews tend to be shorter than F2F interviews.

Question 16

What is the impact of recruitment to the business and its stakeholders

Answer 16

Employees – May need to be part of the process e.g working with them in work trial.

Customers – Good employees will encourage customer loyalty and good customer service and will affect quality of product the customer receives.

Managers – Time consuming process, bonus’ given due to increased employee performance.

Owners and business – The best employees will help the business maximise profits, can lead to positive reputation

Competitors – Competitors can poach employees by offering more pay but better employees can make the business overtake competitors.

Government – More employment = more income tax, A more profitable business which will pay more corporation tax and more employed so less benefits need to be paid, also employees have more income to spend increasing AD.

Question 17

What are the benefits of recruiting internally

Answer 17

Greater loyalty from internal candidates/labour turnover.

Familiarity with the organisation means that induction period will be
much shorter.

Internal candidates’ abilities are well-known - less risk of appointing a
candidate who may not prove suitable.

The process will be quicker and less expensive

Question 18

Why is recruiting externally more beneficial than internally

Answer 18

The number of internal applicants may be limited.

If no internal candidate proves suitable the business
will have to advertise externally anyway.

The internal candidate may not bring an innovative or fresh
approach to the position