| What is recruitment? | Attracting a suitable number of people to apply for the post |
| What is selection? | Choosing a suitable person from those who have applied for the post |
| What are the five stages of the recruitment
process? | Identify the vacancy
Carry out a job analysis
Prepare a job description
Prepare a person specification
Advertise the vacancy (internally or externally) |
| Describe "identify the vacancy" | When a position becomes available in the organisation |
| Describe carry out a job analysis | A detailed study of what the job actually involves such as tasks, responsibilities and workload |
| Describe prepare a job description | A written document containing the main details of the job such as tasks, responsibilities, job title and department |
| Person specification | a written document outlining the dieal person required
for the job including skills, qualities, experience and
qualifications |
| advertise the vacancy | posting information about the vacancy to allow internal and external candidates to apply |
| internal recruitment | applicants from within the organisation |
| external recruitment | applicants from outside the organisation |
| examples of internal recruitment | office bulletin boards
internal email
staff newsletter |
| external recruitment examples | recruitment agency
Job websites
newspaper
social media |
| internal vs external recruitment: skills | internal recruitment means the skills and ability of the candidate will already be known to the organisation
whereas
external recruitment means that fresh ideas and ways of working can be brought into the organisation |
| internal vs external recruitment: no of staff | internal recruitment will still leave a vacancy that needs to be filled whereas external recruitment will increase the total number of staff |
| internal vs external recruitment: conflicts and motivation | 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 |
| internal vs external : cost | internal recruitment can be cost effective as an internal emial may be sufficient to inform staff whereas external recruitment can be very expensive as recruitment agency fees are high |
| methods of selection | application forms curriculum vitae testing interviews references receiving a job offer |
| application form | a structured set of questions completed by the applicant including personal details, experience and references |
| curriculum vitae | a formal document written by the candidate providing details of work experience, skills/abilities and references |
| testing | when candidates complete a series of exercises, tasks or activities in order to generate a scorefresult |
| 5 types of tests | attainment, aptitude, intelligence (1Q), psychometric, medical |
| attainment tests | assess a candidates skill |
| aptitude tests | assess a candidates natural abilities |
| IQ tests | measure a candidatese mental abilities |
| psychometric tests | assess a candidates personality and reveals their traits |
| medical tests | assess a candidates physical well being and ability |
| interviews | a formal meeting between an applicant and a member of staff to ask a series of questions relating to the job |
| types of interviews | one to one successive panel |
| one to one interview | one interviewer speaks to each candidate and selects the best person |
| successive interview | candidates have several interviews with different interviewers |
| panel interview | several people sit on a panel and each ask the candidate questions relating to different aspects of the job |
| adavantages of interviess | personality and appearance of applicant can be seen questions can be asked to assess the accuracy of the cv/application form applicant gets the chance to ask questions about the job |
| disadvantages of interveiws | time consuming process as each interview may take at least 20-30 minutes some candidates will not perform well in an interview but be very suitable for the post interviewer bias may affect decisions made from the interviewer |
| references | the name and contact details of an individual who may be contacted by your future employers ta confirm information/details about your application |
| receiving a job offer | once the selection process has been completed the organisation will make an offer of employment to their preferred candidate. Further specifics of the job may be outlined at this stage such as job start date and starting salaryfrate of pay as part of issuing the job contract |
| what is the purpose of the job description and person specfication | may be posted along with tje job advert to inform prospective candidates about the details of the role
can let prospective candidates know whether applying for the job is worthwhile or not, this could help the business only receive suitable applications
will be compared against job applications to see if candidates meet the criteria
can be used to help devise questions for the interview |
