Recruitment and Selection

Question 1

Recruitment Definition

Answer 1

Attracting a suitable number of people to apply for the post

Question 2

Selection Definition

Answer 2

Choosing a suitable person from those who have applied for the post

Question 3

5 stages of Recruitment Process

Answer 3

Identify the Vacancy
Carry out a job analysis
Prepare a job description
Prepare a person specification
Advertise the vacancy

Question 4

Identify the Vacancy - Description

Answer 4

When a position becomes available in the organisation

Question 5

Carry out a job analysis - Description

Answer 5

A detailed study of what the job actually involves - tasks, responsibilities, workload etc.

Question 6

Prepare a job description - Description

Answer 6

A written document containing the main details of the job - tasks, responsibilities, job title, department etc

Question 7

Prepare a person specification - Description

Answer 7

A written document outlining the ideal person require for the job - skills, qualities, experience, qualifications

Question 8

Advertise the Vacancy - Description

Answer 8

Posting information about the vacancy to allow internal and external candidates to apply

Question 9

Methods of Recruitment

Answer 9

Internal - Applicants from within the organisation

External - Applicants from outside the organisation

Question 10

Internal Recruitment Examples

Answer 10

Office bulletin boards
Internal email
Staff newsletter

Question 11

External Recruitment Examples

Answer 11

Recruitment agency
Job websites
Newspaper
Social Media

Question 12

Comparing Internal and External Recruitment 1

Answer 12

Internal recruitment will mean the skill and ability of the candidate will already been known to the organisation WHEREAS external recruitment means that fresh ideas and ways of working can be brought into the organisation

Question 13

Comparing Internal and External Recruitment 2

Answer 13

Internal recruitment will still leave a vacancy that needs to be filled WHEREAS external recruitment will increase the total number of staff

Question 14

Comparing Internal and External Recruitment 3

Answer 14

Internal recruitment can be motivating for staff if they feel there is a possibility of promotion WHEREAS external recruitment can cause conflict if a new person comes into a department with new ideas/plans

Question 15

Comparing Internal and External Recruitment 4

Answer 15

Internal recruitment can be cost effective as an internal email may be sufficient to inform staff WHEREAS external recruitment can be very expensive as recruitment agency fees are high.

Question 16

Selection Methods

Answer 16

Application Forms
Curriculum Vitae (CVs)
Testing
Interviews
References
Receiving a job offer

Question 17

Application forms - Description

Answer 17

A structured set of questions completed by the applicant including personal details, experience and references

Question 18

Curriculum Vitae (CVs) - Description

Answer 18

A formal document written by the candidate providing details of work experience, skills/abilities and references

Question 19

Testing - Description

Answer 19

This is when candidates complete a series of exercises, tasks or activities in order to generate a score/result

Question 20

Interviews - Description

Answer 20

A formal meeting between an applicant and member of staff to ask a series of questions relating to the job

Question 21

References - Description

Answer 21

The name and contact details of an individual who may be contacted by your future employers to confirm information/details about your application.

Question 22

Receiving a job offer

Answer 22

Once the Selection process has been completed the organisation will make an offer of employment to their preferred candidate.

Question 23

Types of Testing

Answer 23

Attainment Tests
Aptitude Tests
Intelligence (IQ) Tests
Psychometric Tests
Medical Tests

Question 24

Attainment Test - Description

Answer 24

These assess a candidates skill (e.g. word-processing test)`

Question 25

Aptitude Tests - Descripton

Answer 25

These assess a candidates natural abilities (e.g. numeracy test for a financial job)

Question 26

Intelligence Tests - Description

Answer 26

These measure a candidates mental abilities (e.g. logic and problem-solving abilities)

Question 27

Psychometric Tests - Description

Answer 27

These assess a candidates personality and reveals their traits

Question 28

Medical Tests - Description

Answer 28

These assess a candidates physical well-being and ability (e.g. for a job in the Armed Forces or working offshore)

Question 29

Types of Interviews

Answer 29

One-to-one Interview
Successive Interviews
Panel Interview

Question 30

One-to-One Interviews - Description

Answer 30

One interviews speaks to each candidate and selects the best person

Question 31

Successive Interviews - Description

Answer 31

Candidates have several interviews with different interviewers

Question 32

Panel Interview

Answer 32

Several people sit on a panel and each ask the candidate questions relating to different aspects of the job

Question 33

Advantages of Interviews

Answer 33

Personality and Appearance of applicant can be seen

Questions can be asked to assess the accuracy of CV/application form

Applicant gets the chance to ask questions about the job

Question 34

Disadvantages of Interviews

Answer 34

Time consuming process as each interview may take at least 20-30 minutes

Some candidates will not preform well in an interview but be very suitable for the post

Interviewer bias may affect decisions made from the interview