Unit 2 - People in business (Recruitment and selection)

Question 1

Types of employment

Answer 1

When a business hires people it can choose between different types of employment:
- Full-time employment
- Part-time employment
- Job share
- Other types of employment

Question 2

Full-time employment

Answer 2

An employee who is expected to work the full working week - usually five days.

Question 3

Part-time employment

Answer 3

Work fewer hours then full-time employee. More flexible. Helps both employee and employer.

Question 4

Job share

Answer 4

Where two part-time workers share the hours and pay of a single full-time worker.

Question 5

Other employment types

Answer 5

A number other employment methods exist to help both the business and employee:
- Casual employment: Don’t get any guarantee of work. They are called at short notice to do a specific job.
- Seasonal employment: Where an employee works full-time for a season/period then is laid off which provide flexibility.
- Temporary employment: Employee taken on to cover for absence for a short period of time.

Question 6

Recruitment

Answer 6

In a large business the human resources department is responsible for employing staff.

Question 7

Recruitment process

Answer 7

1. Identify the number and type of staff that need to be recruited.
2. The right people are more likely to be selected if a job description and person specification are created.
3. Advertise the job in the place that the desired job applicants might be.
4. A business must sort through all the applications and produce a shortlist.
5. Shortlisted applicants are invited to an interview.
6. After the interview, the interviewers must decide who to hire.
7. Ends when job offer has been sent and accepted.

Question 8

Recruitment documents

Answer 8

A range of information is needed and obtained. Documents used are:
- Job description
- Person specification
- Application form
- Curriculum vitae (CV) or resume

Question 9

Job description

Answer 9

Outlines the title of the job, tasks, duties and responsibilities. Purpose is to clearly show what is expected of the job.

Question 10

Person specification

Answer 10

Provides the details of qualification, experience, skills and any other characteristics needed for a specific job. Will say whether they are essential or desirable.

Question 11

Application form

Answer 11

Used to gather information about application. Same information for all applicants which makes deciding easier.

Question 12

Curriculum vitae (CV) or resume

Answer 12

A personalised version of the application form. Shows employers the presentation skills of job seeker.

Question 13

Internal and external recruitment

Answer 13

Internal recruitment: appoint someone who already works for the business. Advantages:
- Cheaper
- Staff already familiar with company policy and working practices
- Staff are more motivate at the chance of a promotion
- The personality of the person is more predictable

External recruitment: New staff recruited from outside the business. Advantages:
- Larger pool of potential employees to choose from
- New person could be talented and have fresh ideas for the business.

Question 14

Job advertisement

Answer 14

It is not always possible to get a perfect advertisement but it must have:
- Job title
- Name, address, email and phone number of employer
- Brief details of the job description
- Skills, qualifications and work experience required for the job
- Salary and other benefits
- Method of application

The business has to choose the media for the advert. Depends on area planned for target and type of worker needed.

Question 15

Shortlisting

Answer 15

After the deadline for application forms the employers make a shortlist of candidates based on CVs and the application form. This can take time.

Question 16

Interviewing

Answer 16

Interviewers find out more about the applicants in a comfortable (for job seeker) and fair manner. Find out more information about job seeker.