Recruitment Flashcards
what is the definition of recruitment?
the process of identifying the need for a new employee, defining the job, defining the appropriate person for it and attracting several suitable candidates
selection is selecting the most appropriate person for the job
what are the 6 steps of the recruitment and selection process and describe each one
1 - job analysis
using workforce planning, the business should identify the gap that needs filling and then identify and determine the requirements of the job
2 - job description
these documents define in detail the specific requirements of the job including details such as job title, place of work, responsibilities and employment conditions
3 - person specification
describe the skills, knowledge and experience an individual would need to complete the job
4 - job advert
advertise the vacancy internally/externally
5 - shortlisting
all potential candidates can’t be interviewed as it is costly and time-consuming so shortlisting matches applications and person specifications to narrow the field of applicants
6 - interview
through interviews, testing and other selection methods, the firm must choose the right candidate for the job
give 4 reasons why a business recruit more staff
business expansion due to increasing sales of existing products/entering new markets
existing employees leave to work for competitors or other local employers due to factors such as retirement, sick leave, maternity leave etc
business needs new skills
business is relocating and not all workforce willing to move
define job analysis in detail
a systematic process of determining skills, duties and knowledge required for performing a job
analysis is conducted of the job and not the person
purpose is to establish and document the job
relatedness of employment procedures such as training, selection, compensation and performance appraisal
there are 2 outcomes of a job analysis - job description and person specification
define job description in detail
sets out the purpose of the job and would typically include the following 5 information:
job title - indicates the function the job plays within the organisation
main tasks - description of main activities to be undertaken and what the person would be expected to achieve
reporting responsibilities - who the person will report to
subordinates - details of subordinates who will report to the person
employment conditions - details of salary, fringe benefits, holidays and notice periods
define person specification in detail
sets out details of the person required for the job role
some are desirable whereas others are essential
4 things a person specification typically include:
skills required
qualifications necessary
personal attributes
experience required
what is internal recruitment?
finding someone already employed by the organisation to fill the vacancy
involves promotion, reorganisation and transfers
vacancies may be placed on a notice board, intranet or in-house magazine
if extra skills required then organisations ready to provide training
what are 6 methods a business can use to find suitable candidates externally?
job centres
job advertisements
recruitment agencies
universities
headhunting
personal recommendation
what can the methods used to find recruitment externally depend on?
type of vacancy
number of vacancies available
when can recruitment agencies be used?
they specialise in finding specific workers for specific tasks and they look out for skilled and professional workers
when can headhunter be used?
when very senior management positions arise
headhunters will use their knowledge of the employment market to find suitable candidates
when can job advertisements and centres be used?
ad - to find semi-skilled workers
centre - administrative and unskilled workers
when can universities be used to find recruitment?
when people are needed to enter management training programmes, universities are a good place to find the pool of candidates
what are benefits of internal recruitment?
cheaper and quicker
people already familiar with the business and how it operates
opportunities for promotion which can be motivating
business knows strengths and weaknesses of candidate
cost of recruitment reduced
already known to management
what are drawbacks of internal recruitment?
limits number of potential applicants
no new ideas introduced
may cause resentment amongst candidates not appointed
creates another vacancy that needs to be filled
what are benefits of external recruitment?
new ideas brought
larger pool of workers
wider ranges of experience
what are drawbacks to external recruitment?
longer process
more expensive
selection process may not be effective enough to reveal best candidate
evaluate the use of external and internal recruitment (what does it depend on)
depends on structure and current situation of the business
explain the method of using job centres to attract candidates
used by the unemployed and vacancies tend to pay less than the average wage
unlikely that senior high-skilled roles would be advertised
cheap way but not suitable for every vacancy
explain the method of employment agencies to attract candidates
provide a link between employer and employee since employee register their details to the agency and employers will approach the agency for a short list of potential candidates
charge fee for the service and paid by the employer once they have employed an employee from it
often employees registered at agencies have specialised skills and in particular areas
explain the method of advertising to attract candidates
adverts may be placed in newspapers
national newspaper more expensive but beneficial if business wishes to attract large number of applicants
if business seeking a specific profession then specialist magazines and journals may be useful
can also advertise on the internet and is cheaper but relies on people looking for their website so better to publish job on well-known recruitment websites
what guidelines does an interview follow?
should seek to gather info that responds to the job description and person specification
business should give full detail of the job and organisation
should be fair and following discrimination legislation
what are 2 advantages of interviews?
allows business to gather more info by asking candidate to expand on their applications and C.Vs
interviewer can assess a candidate’s interpersonal and communication skills
what are 3 disadvantages of interviews?
can be biased based on an interviewer’s own opinion as opposed to evidence on who is the best candidate
tend to make up their mind about a candidate quite early on and then seldom change their initial impression
time consuming
