| What is Recruitment and Selections | -Recruitment; Finding the need of a job, seeing the Requirements and the Job holder for the Position
-Selection; Finding the Right Person for the Job Vacant |
| Ideas, for why Recruitment and Selection happens | -Entrepreneur needs to employ Staff, to assist in Running the Business
-When a Business Expands, It needs more Staff Operate
-When an Employee is Promoted, a Job Vacancy is Present
-When an Employee is Dismissed, a Job Vacancy is Present
-Temporary Position happen, when a Staff takes Maturity Leave
-Employees may just Leave the Organisation, because of Retirement, Another Job or Personal Reasons |
| First Stage of the Recruitment and Selection Process? | Job Analysis; The Organisation determines if the Job is really needed.
-If there is a Vacant, it collects Information about the Position, which then can be used for the Person Specification and Job Description. This helps out with the Decision Making. |
| Second Stage of the Recruitment and Selection Process | -Job Description is the Document that has the Roles and Responsibilities of the Job. It usually Contains:
Job Title
Purpose of Job
Duties
Line Manager [Responsibilities]
Location
Hours of Work |
| Third stage of the Recruitment and Selection Process | Person Specification; Type of Person that the Organisation wants for the Job. This Document helps the Business to decide which Person is best for this
This and the Job Description are Closely Related. These Documents have to Be accurate, otherwise Time and Money will be Wasted |
| Fourth stage of the Recruitment and Selection Process | Job Advertisement; This is when the Job is Advertised. This is affected by:
-Type of Job
-Whether the Business wants to hope to fill it Internally or Externally
-How far applicants want to go to get the Job
-The Budget |
| What is Internal and External Recruitment? | -Internal Recruitment; Business fills a Job Vacancy via Inside the Business. This is used mostly for Promotions inside the Business, or Horizontal Positions can be filled via Existing Staff
-This can be Advertised via Internal Noticeboards, Emails or on the Organisation's Internet
External Internet; The Process where the Business searches for new candidates from Outside the Business. This can happen through Job Centres, Job Advertisements on Social Media, Newspapers, Recruitment Agencies, Recommendation and Websites. |
| Advantages of Internal Recruitment? | -Workers Strengths and Weakness already known
-More Retention in the Staff, they could see a Potential Promotion
-Cheaper, and Quicker
-Less Induction Training. |
| Dis-Advantages of Internal Recruitment? | -Jealously can be present, which is not good
-Creates another Vacancy, that has to be Filled |
| Advantages of External Recruitment? | -New Ideas and Skills are Brought in.
-Large Pool of Workers. |
| Dis-Advantages of External Recruitment? | -More Training is needed
-Jealously is present |
| What would be on the Job Advertisement? | -Title of Job
-Information of the Business
-Location of Job
-Pay
-Working Hours
-Information about the Job
-How to Apply, Where to Apply
-Closing Date |
| Evaluate Applying for a Job. | -The CV or Application Form will be asked to apply for a Job
CV; A document that covers what you have done.
Application Form; A document made by the Business that can Ask questions about you |
| Advantages of Applications Forms | -Business asks Specific Questions that match the Job Vacancy
-Forms are Standardised, making it easier to Compare with Other Forms
-The Form can be Off-Putting to Complete, lowering the Number of Applicants. The people who finish it are the most Serious ones. |
| Advantages of CV's | -Less Time Consuming for the Applicants to well Finish it. This gives the Business more People to choose from
-CV's are more Informal. The Personality can Influence the CV
-Time is not Wasted in Creating the Applicant Form |
| Selection Process, Sum it up | -Once the Form of Application is done, The HR then makes the Long List [The List of everyone of Applicants] and then makes a Short List [this happens because the CV/Application Form doesn't match up with what they want]
-Then they Interview the Leftovers. This can done from a Telephone, Face-Face or an Interview with one+ people.
-This Selection could also happen from an Assessment Centre. Candidates are given tasks to complete, that could be Relevant to the Job Description.
-Finally they choose the most suitable person for the job.
The business might the phone the Person's References, to see if they really are who they were saying.
-The Successful Candidate are then given a Post. If they accept it, they offer the Contract of Employment to him. the Contract can be Different.
The Unsuccessful Candidates are then informed about the Loss. |
| Why is the Recruitment and Selection Process Important for the Business | -Different Ideas are brought into the Business, which can be used for New Products, or new Ways of making Products
-Improving Quality and Customer Service; Businesses gains new Customers
-High Retention Rates; Right Person for the Right Job
-Output and Productivity Increases; More Efficient leading to a lower Unit Costs and Higher Profits. The New Member will work hard; as because it enjoys it |
