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Recruitment and Selection (The Process (4. Application form, 3. Job…
Recruitment and Selection
Why?
Employees Exiting:
Retirement, illness, etc.
Want to work for other businesses (competitors, own business)
Business Expansion:
Increasing sales
New products
New markets
New Skills
Relocation
The Process
3. Job Advertising
Objectives:
Inform audiences about opportunities
Obtain most qualified applicants
Factors To Consider
Frequency
How often does the business want to advertise the post?
Type of job
Senior management jobs merit adverts in the national newspapers and/or specialist management magazines
Many semi-skilled jobs need only be advertised locally to attract sufficient good quality candidates
Readership and Circulation
How many relevant people does the medium reach?
How frequently?
How big is the total readership?
Cost of advertising
National newspapers and television cost significantly more than local newspapers
To make a good job advertisement:
Short, only the main points
Honest
Accurate
Relevant, provides all specific details
Positive
Content
Details of the business/organisation (name, brand, location, type of business)
Outline details of the job (title, main duties)
Conditions (special factors affecting the job)
Experience / qualifications required (e.g. minimum qualifications, amount of experience)
Rewards (financial and non-financial)
Application process (how should applicants apply, how to; deadlines)
1. Job Description
Detailed explanation of the roles and responsibilities
Content
Job Title
Responsibilities
Subordinates
Main tasks and accountabilities
Employment conditions
2. Job Specification
Sets out the kind of qualifications, skills, experience and personal attributes
4. Application form
Personal details (name, address, date of birth, nationality etc.)
Educational history, including examination results, schools/universities attended, professional qualifications etc.
Previous employment history
Names of employers, position held, main achievements, remuneration package, reasons for leaving
Suitability and reasons for applying for job
A chance for applicants to ‘sell themselves’
Names of referees
Reasons For Rejection
May not meet standards set out in job specification
Wrong qualifications
Insufficient experience
May not have completed application form to a satisfactory standard
May be unlucky
Employer has set a limit on number of candidates who progress through to interview stage
5. Job Interview
Chance for an employer to meet applicant face to face
Can obtain much more information on:
What person is like
Whether they are suitable for job
Whether they will fit into the business
Also important for candidates
Obtain information about job
Assess the working culture of a possible new employer
Information for Employers
Information that cannot be obtained on paper from a CV or application form
Conversational ability, manners, reactions under pressure
Information for Employees
Whether job or business is right for them
What is culture of company like
What are exact details of job that may be omitted from job description
Internal and External
Internal
Advantages
Cheaper and quicker to recruit
People already familiar with business and how it operates
Provides opportunities for promotion with in business
Disadvantages
Business already knows strengths and weaknesses of candidates
Limits number of potential applicants
No new ideas can be introduced from outside
Creates another vacancy which needs to be filled
Advertisement
Notice boards
Staff magazines & newsletters
Email
External
Advantages
Outside people bring in new ideas
Larger pool of workers
People have a wider range of experience
Disadvantages
Longer process
More expensive process due to advertisements and interviews required
Selection process may not be effective enough to reveal best candidate
Advertisement
Job centres
Job advertisements
Recruitment agency
Personal recommendation
Employees & Employers
References
Written character statements from people who know the applicant well
An important “safety check”
A chance to learn more about the strengths and weaknesses of an applicant
Staff Retention
Retirement, death, illness
Unsuitability
Change in strategy
Keep staff by offering financial and non financial rewards
Staff Turnover (Proportion of a firm’s workforce that leaves during course of a year)
Increases recruitment costs (e.g. advertising for replacement staff; employing temporary staff whilst job vacancies are filled)
Reflects poor morale in workforce
Increases training costs of new workers
Loss of productivity while new worker settles in