Recruitment, Selection, And Training Flashcards
Job description
A document that describes the duties that a worker is required to carry out
Person specification
A document that lists the qualifications, skills, and experience that a worker needs to be able to carry out a particular job
Internal recruitment
When a vacancy is filled with someone who already works in the organisation
External recruitment
When the organisation fills a post with someone from outside of the organisation
Benefits of internal recruitment
It’s good for males when someone within the organisation is promoted
The organisation already knows the employee and the employee already knows how things are done within the organisation
It frees up another vacancy for a different employee to be promoted into
It is often cheaper because expensive advertising methods aren’t needed
Disadvantages of internal recruitment
Existing staff may not add new ideas to help the business to improve
There may not be many people willing and able to apply, so the choice is limited
The job of the person appointed to the post will need to be filled so further recruitment is needed
If an employee is promoted within the business, other workers may be jealous and it can cause resentment
Benefits of external recruitment
It usually means that there is a larger pool of candidates to choose from
It can help to stop resentment amongst the existing team
It brings new ideas into a business
Disadvantages of external recruitment
It usually takes a longer time to recruit using this method
It usually costs more (eg because of having to advertise the job)
It can be riskier because managers don’t know the candidates as well
Recruitment
The process of searching for new employees and trying to get them to apply for jobs
Selection
Involves screening of the candidates who have applied so that the most suitable person for the job can be chosen
Methods of recruitment
Local newspapers
National newspapers
Shop window
Own website
Recruitment agency website
Word of mouth
Social media
Why is an effective recruitment strategy important to a business?
To find the most appropriate pool of candidates
To gain enough candidates to choose from
To save time for the selection process
To ensure only the right candidates apply
To ensure the HR department operates within budget
Businesses don’t want to sort through candidates that aren’t appropriate
What is a curriculum vitae (CV)?
A document that provides details such as personal details and education
What information should ideally be included in a CV?
Personal details
Education history
Previous employment history
Suitability and reasons for applying for the job
Names of referees
Advantages of CVs
They can be sent in without delay
It can make it easier to choose and eliminate people as they highlight the candidate’s assets and personality
Can encourage more people to apply which leads to a higher pool of candidates
Disadvantages of CVs
May take a long time to read through
May be formatted on a different app or computer which may become rearranged
There may be outside interference with CVs
What is an application form?
A document that is designed by the employer to send out to applicants to fill out
Advantages of application forms
Guarantee consistency
Can allow the business to compare the candidates evenly and quickly
The business can tailor the questions asked
Disadvantages of application forms
May attract a smaller pool of candidates because it is not a document that they have already filled out
They are time consuming
Letter of application (cover letter)
A document sent with a CV or application form to provide additional information
Reasons that sending a letter of application / cover letter with a CV or application form may help a candidate to proceed to the next stage of the selection process
It helps the candidate to stand out from other applicants
It helps create a good first impression
Helps to express your interest in the business
It may show that the candidate has good written skills
Makes the application more personal
Work trial
When a candidate comes into the workplace to meet their prospective team and complete an assigned challenge.
This usually occurs after a phone screening or interview, before offering them a job contract.
Reasons that a wok trial can be useful for the employer
Verification of skill and cultural fit (whether they fit in with the team)
Gives an insight into whether the candidate has the required skills
Gives the employer and the candidate a genuine experience of working together
To identify whether they have been truthful about their skills
Why can wok trials be useful to the employee?
The candidate is able to see whether they would be a good fit for the role
Why might a candidate not work well in a work trial?
They may feel nervous about being under supervision so they may not react in the way they normally would to the task as they may not feel prepared.
Why might work trials not be useful to the employer?
Candidates may be working hard to impress the employer so they may not act in the same way when they are not supervised.
Work reference
A statement from a previous or current employer or other responsible person about the suitability of the applicant for the job.
Character reference
A reference provided by someone who is in a responsible position in society to provide details about the applicant’s character, strengths and weaknesses.
Why might an interview be useful for an employer?
Can validate / query information form application form / CV
Can see how candidates cope under pressure
Can find answers to specific questions
Can establish whether the candidate would fit in with the organisation / the team
Non-verbal aspects can be considered (ie how they dress, punctuality, confidence)
How are interviews useful to candidates?
They can assess the culture of the business (eg company values)
They can meet the other team members and line manager
They can ask questions (eg the company’s growth strategy)
Limitations of interviews
They assess performance in an interview, rather than long term performance in the job
They are only a short period of time, so cannot gain a full overview of the candidate
Candidates can be affected by nerves so may not perform as well
It can be difficult to compare candidates if they are asked different questions
Why can scenario testing be useful when selecting the most suitable candidate for a job?
It is testing the candidate’s initiative
It allows the business to see how the candidate works under pressure
Psychometric tests
Used to assess capabilities (intelligence), aptitude for the job (skills) and whether your personality fits in with the vision of the organisation you are hoping to join.
Why are tests (scenario, psychometric, and pen/paper) useful?
Can determine what candidates will do in real situations
Can establish if a candidate’s personality fits with the organisation
Responses are less likely to be impacted by nerves
Why might tests (scenario, psychometric, and pen/paper) be limited in their usefulness?
Candidates may give the answers that they think the interviewer is looking for - not how hey would really respond
Tests can only assess a handful of traits
Impacts of a business having an effective selection process
Helps to find a candidate with the right skills
Helps to find a candidate who is a good fit for the organisation in terms of personality
Saves time and money in the long run re-recruiting for positions
Induction training
Training aimed at introducing new employees to a business and its procedures
What is included in induction training?
How to get around the building
Meet and greet (managers and colleagues)
How to answer the phone
Location of fire exits
Issuing of badge
Disciplinary procedures
On-the-job training
Employees receive training whilst remaining in the workplace
Advantages of on-the-job training
Generally most cost-effective
Employees are actually productive
Opportunity to learn whilst doing
Training alongside real colleagues
Disadvantages of on-the-job training
Quality depends on ability of trainer and time available
Bad habits might be passed on
Learning environment may not be conducive
Potential disruption to production
Off-the-job training
Occurs when employees are taken away from their place of work to be trained
Advantaged of off-the-job training
A wider range of skills or qualifications can be obtained
Can learn from outside specialists or experts
Employees can be more confident when starting a job
Disadvantages of off-the-job training
More expensive (eg transport and accommodation)
Lost working time and potential output from employee
New employees may still need some induction training
Employees now have new skills / qualifications and may leave for better jobs
Academic training
Generally involves theoretical knowledge and skills
Eg - businesses may pay for employees to undertake an open university qualification
Vocational training
Teaches hands-on, applied skills such as carpentry and hairdressing
Eg - businesses may pay for employees to undertake additional courses at a beauty school
Benefits to employees of gaining academic or vocational qualifications
Makes their job more interesting and varied because they can do more tasks
Can gain more bargaining power to negotiate pay rises
Could leave to get a better job
More promotion opportunities
The qualification is funded by the business
Advantages of apprenticeships for the business
Cheaper than employing a fully qualified worker
They may get subsidies from the government to fund them
May be higher employee retention if the apprentice fits in well with the business
Disadvantages of apprenticeships for the business
More mistakes
Cost of training the apprentice and waiting for them to become qualified
Some apprentices may drop out
Apprenticeship
A long-term development programme for workers to learn job skills while they work through a mixture of on-the-job training and study.
Apprenticeships lead to some kind of qualification.
Advantages of apprenticeships for the apprentice
Apprentices can earn an income whilst learning
The learning involved is often both practical and theoretical, and many people will like the variation of activities that this will involve
Disadvantages of apprenticeships for the apprentice
The pay is quite low whilst an apprentice is learning
The qualifications can be quite specific which can limit job opportunities
In the long term, the evidence shows that those with a degree can earn more on average than workers who followed apprenticeships
Training needs analysis (TNA)
The process of identifying the gap between current knowledge/skills and required knowledge/skills so that a training plan can be created to help staff do their job effectively
Factors to take into account in a TNA
The training priority(s)
Whether the training will be delivered on-the-job or off-the-job
Which training provider will be used
The number of people that need training
How much the training will cost
Why is training needs analysis important?
Highlights issues so that they can be resolved
Prioritises training needs
Prevents the inefficiencies caused by untrained / poorly trained staff
Avoids staff mistakes
Improves the experience of the customer
Ensures that the employees receive training which enables them to do their jobs
Helps to retain staff
