Recruitment and Selection
What this topic is about <ul><li>Need for workforce planning </li></ul><ul><li>The recruitment and selection process </li>...
Reasons to Recruit Staff <ul><li>Business expansion due to </li></ul><ul><ul><li>Increasing sales of existing products </l...
Changes in Employment Patterns <ul><li>The way we work is changing rapidly: </li></ul><ul><ul><li>Increase in part-time wo...
Part-time Staff + Flexible Working <ul><li>Increased numbers of people in the UK are working part-time </li></ul><ul><li>A...
What is Workforce Planning? Workforce planning is about deciding how many and what types of workers are required
Steps in Workforce Planning <ul><li>The workforce plan establishes what vacancies exist </li></ul><ul><li>Managers produce...
Recruitment Methods <ul><li>Internal recruitment </li></ul><ul><ul><li>Jobs given to staff already employed by business </...
Internal Recruitment <ul><li>Advantages </li></ul><ul><ul><li>Cheaper and quicker to recruit  </li></ul></ul><ul><ul><li>P...
External Recruitment <ul><li>Advantages </li></ul><ul><ul><li>Outside people bring in new ideas  </li></ul></ul><ul><ul><l...
The Recruitment Process
Stages of Recruitment Process <ul><li>Preparation </li></ul><ul><ul><li>Identifying what jobs need filling and what role a...
Job Description and Specification <ul><li>Job description </li></ul><ul><ul><li>Detailed explanation of roles and responsi...
Contents of a Job Description <ul><li>Job Title : this indicates the role/function that the job plays within an organisati...
Objectives of Recruitment Advertising <ul><li>Inform audience of potential candidates about opportunity </li></ul><ul><li>...
Placing a Job Advertisement <ul><li>Internal recruitment </li></ul><ul><ul><li>Notice boards </li></ul></ul><ul><ul><li>St...
Role of a Recruitment Agency <ul><li>A recruitment agency works to provide a link between the employer and employee </li><...
What to Consider When Advertising <ul><li>Type of job </li></ul><ul><ul><li>Senior management jobs merit adverts in the na...
A Good Job Advertisement Accurate Describes the job and its requirements accurately Short Not too long-winded; covers just...
Contents of a Job Advertisement <ul><li>Details of the business (name, brand, location, business activities) </li></ul><ul...
Contents of a job application form <ul><li>Personal details (name, nationality etc) </li></ul><ul><li>Educational history ...
Curriculum Vitae <ul><li>A written document </li></ul><ul><li>Often on one or two sides of A4 </li></ul><ul><li>Designed b...
Advantages of a job application versus a CV <ul><li>Business can tailor questions and format to exact needs </li></ul><ul>...
Reasons for Rejecting Candidates at Application Form Stage <ul><li>May not meet standards set out in job specification </l...
The Shortlist <ul><li>Long list = total pool of applicants </li></ul><ul><li>Shortlist = small number of suitable applican...
Recruitment Interview <ul><li>Interview is a crucial part of the recruitment process </li></ul><ul><li>Chance for an emplo...
Information to Obtain During a Recruitment Interview <ul><li>By the employer: </li></ul><ul><ul><li>Information that canno...
Selection Tests <ul><li>Formats </li></ul><ul><ul><li>Aptitude tests </li></ul></ul><ul><ul><li>Intelligence tests </li></...
References <ul><li>What are references? </li></ul><ul><ul><li>Written character statements from people who know the applic...
Test Your Understanding http://www.tutor2u.net/business/quiz/recruitmenttraining/quiz.html
Recruitment and Selection
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Aqa bus2-peoplerecruitmentselection

  1. 1. Recruitment and Selection
  2. 2. What this topic is about <ul><li>Need for workforce planning </li></ul><ul><li>The recruitment and selection process </li></ul><ul><li>Advantages and disadvantages of recruitment methods </li></ul>
  3. 3. Reasons to Recruit Staff <ul><li>Business expansion due to </li></ul><ul><ul><li>Increasing sales of existing products </li></ul></ul><ul><ul><li>Developing new products </li></ul></ul><ul><ul><li>Entering new markets </li></ul></ul><ul><li>Existing employees leave: </li></ul><ul><ul><li>To work with competitors or other local employers </li></ul></ul><ul><ul><li>Due to factors such as retirement, sick leave, maternity leave </li></ul></ul><ul><li>Business needs employees with new skills </li></ul><ul><li>Business is relocating – and not all of existing workforce want to move to new location </li></ul>
  4. 4. Changes in Employment Patterns <ul><li>The way we work is changing rapidly: </li></ul><ul><ul><li>Increase in part-time working </li></ul></ul><ul><ul><li>Increases in numbers of single-parent families </li></ul></ul><ul><ul><li>More women seeking work </li></ul></ul><ul><ul><li>Ageing population </li></ul></ul><ul><ul><li>Greater emphasis on flexible working hours </li></ul></ul><ul><ul><li>Technology allows employees to communicate more effectively whilst apart (“teleworking”) </li></ul></ul><ul><ul><li>People rarely stay in the same job for life </li></ul></ul><ul><li>Businesses need to understand and respond to these changes if they are to recruit staff of the right standard – and keep them! </li></ul>
  5. 5. Part-time Staff + Flexible Working <ul><li>Increased numbers of people in the UK are working part-time </li></ul><ul><li>Advantages </li></ul><ul><ul><li>Cheaper to employ as entitled to less benefits </li></ul></ul><ul><ul><li>More flexible workforce (easier to reduce labour hours when sales fall or add hours when demand increases) </li></ul></ul><ul><ul><li>Wide range of potential recruits (e.g. working mothers who want to restrict the number of hours they work) </li></ul></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Employees feel less loyal to business and therefore less motivated </li></ul></ul><ul><ul><li>Harder for managers to control and coordinate workforce </li></ul></ul>
  6. 6. What is Workforce Planning? Workforce planning is about deciding how many and what types of workers are required
  7. 7. Steps in Workforce Planning <ul><li>The workforce plan establishes what vacancies exist </li></ul><ul><li>Managers produce a job description and job specification for each post </li></ul><ul><li>Job description </li></ul><ul><ul><li>Detailed explanation of the roles and responsibilities of the post advertised </li></ul></ul><ul><ul><li>Most applicants will ask for this before applying for the job </li></ul></ul><ul><ul><li>Refers to the post available rather than the person </li></ul></ul><ul><li>Job specification </li></ul><ul><ul><li>Sets out the kind of qualifications, skills, experience and personal attributes a successful candidate should possess. </li></ul></ul><ul><ul><li>A vital tool in assessing the suitability of job applicants </li></ul></ul><ul><ul><li>Refers to the person rather than the post </li></ul></ul>
  8. 8. Recruitment Methods <ul><li>Internal recruitment </li></ul><ul><ul><li>Jobs given to staff already employed by business </li></ul></ul><ul><ul><li>Involves promotion and reorganisation </li></ul></ul><ul><li>External recruitment </li></ul><ul><ul><li>Job centres </li></ul></ul><ul><ul><li>Job advertisements </li></ul></ul><ul><ul><li>Recruitment agencies (offline and online) </li></ul></ul><ul><ul><li>Headhunting </li></ul></ul><ul><ul><li>Personal recommendation </li></ul></ul>
  9. 9. Internal Recruitment <ul><li>Advantages </li></ul><ul><ul><li>Cheaper and quicker to recruit </li></ul></ul><ul><ul><li>People already familiar with business and how it operates </li></ul></ul><ul><ul><li>Provides opportunities for promotion with in business </li></ul></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Business already knows strengths and weaknesses of candidates </li></ul></ul><ul><ul><li>Limits number of potential applicants </li></ul></ul><ul><ul><li>No new ideas can be introduced from outside </li></ul></ul><ul><ul><li>May cause resentment amongst candidates not appointed </li></ul></ul><ul><ul><li>Creates another vacancy which needs to be filled </li></ul></ul>
  10. 10. External Recruitment <ul><li>Advantages </li></ul><ul><ul><li>Outside people bring in new ideas </li></ul></ul><ul><ul><li>Larger pool of workers from which to find best candidate </li></ul></ul><ul><ul><li>People have a wider range of experience </li></ul></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Longer process </li></ul></ul><ul><ul><li>More expensive process due to advertisements and interviews required </li></ul></ul><ul><ul><li>Selection process may not be effective enough to reveal best candidate </li></ul></ul>
  11. 11. The Recruitment Process
  12. 12. Stages of Recruitment Process <ul><li>Preparation </li></ul><ul><ul><li>Identifying what jobs need filling and what role and specification of job is </li></ul></ul><ul><li>Finding possible candidates </li></ul><ul><ul><li>Various methods (e.g. advertising) to encourage potential candidates to apply for job </li></ul></ul><ul><li>Selection </li></ul><ul><ul><li>Interviews and other selection processes to choose best person for job </li></ul></ul><ul><ul><li>Completing contractual employment of that person </li></ul></ul><ul><li>Induction </li></ul><ul><ul><li>Introducing selected candidate to business </li></ul></ul>
  13. 13. Job Description and Specification <ul><li>Job description </li></ul><ul><ul><li>Detailed explanation of roles and responsibilities of post advertised </li></ul></ul><ul><ul><li>Most applicants will ask for this before applying for job </li></ul></ul><ul><ul><li>Refers to post available rather than person </li></ul></ul><ul><li>Job specification </li></ul><ul><ul><li>Drawn up by business </li></ul></ul><ul><ul><li>Sets out qualifications, skills, experience and personal attributes a successful candidate should possess </li></ul></ul><ul><ul><li>Vital tool in assessing suitability of job applicants </li></ul></ul><ul><ul><li>Refers to person rather than post </li></ul></ul>
  14. 14. Contents of a Job Description <ul><li>Job Title : this indicates the role/function that the job plays within an organisation, and the level of job within that function </li></ul><ul><li>Reporting responsibilities: who is the immediate boss of the job holder? </li></ul><ul><li>Subordinates: who reports directly TO the job holder? </li></ul><ul><li>Main purpose: what is involved in the job overall </li></ul><ul><li>Main tasks: description of the main activities to be undertaken and what the job holder is expected to achieve </li></ul><ul><li>Employment conditions (e.g. basis of payment; fringe benefits, holiday, period of notice, disciplinary) </li></ul>
  15. 15. Objectives of Recruitment Advertising <ul><li>Inform audience of potential candidates about opportunity </li></ul><ul><li>Provide enough information to both inform and interest possible applicants </li></ul><ul><li>Help “screen” or dissuade unsuitable applicants </li></ul><ul><li>Obtain most number of suitably qualified applicants for post advertised </li></ul><ul><li>Note – recruitment adverts can be published internally and externally </li></ul>
  16. 16. Placing a Job Advertisement <ul><li>Internal recruitment </li></ul><ul><ul><li>Notice boards </li></ul></ul><ul><ul><li>Staff magazines & newsletters </li></ul></ul><ul><ul><li>Email </li></ul></ul><ul><li>External recruitment </li></ul><ul><ul><li>Newspapers and magazines </li></ul></ul><ul><ul><li>Job centres </li></ul></ul><ul><ul><li>Employment agencies and “Head-hunters” </li></ul></ul><ul><ul><li>Direct contacts (e.g. with employees in a competitor business) </li></ul></ul><ul><ul><li>Internet recruitment websites </li></ul></ul>
  17. 17. Role of a Recruitment Agency <ul><li>A recruitment agency works to provide a link between the employer and employee </li></ul><ul><ul><li>Potential employees register with the agency and provide personal details </li></ul></ul><ul><ul><li>Employers approach the agency for shortlists of potential candidates </li></ul></ul><ul><li>Recruitment agencies charge a fee for the service </li></ul><ul><ul><li>Main fee is to the employer </li></ul></ul><ul><ul><li>Usually a percentage of the employees wages and salary in the first 6-12 months </li></ul></ul><ul><ul><li>Often an expensive option </li></ul></ul><ul><li>Some agencies specialise in particular employment areas </li></ul><ul><ul><li>E.g. nursing, financial services, teacher recruitment </li></ul></ul>
  18. 18. What to Consider When Advertising <ul><li>Type of job </li></ul><ul><ul><li>Senior management jobs merit adverts in the national newspapers and/or specialist management magazines </li></ul></ul><ul><ul><li>Many semi-skilled jobs need only be advertised locally to attract sufficient good quality candidates </li></ul></ul><ul><li>Cost of advertising </li></ul><ul><ul><li>National newspapers and television cost significantly more than local newspapers etc </li></ul></ul><ul><li>Readership and circulation </li></ul><ul><ul><li>How many relevant people does the medium reach? </li></ul></ul><ul><ul><li>How frequently is the publication published? </li></ul></ul><ul><li>Frequency </li></ul><ul><ul><li>How often does the business want to advertise the post? </li></ul></ul>
  19. 19. A Good Job Advertisement Accurate Describes the job and its requirements accurately Short Not too long-winded; covers just the important ground Honest Does not make claims about the job or the business that will later prove false to applicants Positive Gives the potential applicant a positive feel about joining the business Relevant Provides details that prospective applicants need to know at the application stage (e.g. is shift-working required; are there any qualifications required)
  20. 20. Contents of a Job Advertisement <ul><li>Details of the business (name, brand, location, business activities) </li></ul><ul><li>Outline details of the job (title, main duties) </li></ul><ul><li>Conditions (special factors affecting the job) </li></ul><ul><li>Experience / qualifications required </li></ul><ul><li>Rewards (financial and non-financial) </li></ul><ul><li>Application process (how should applicants apply, how to; deadlines) </li></ul>
  21. 21. Contents of a job application form <ul><li>Personal details (name, nationality etc) </li></ul><ul><li>Educational history & qualifications </li></ul><ul><li>Previous employment history (periods, positions, roles, achievements…) </li></ul><ul><li>Suitability and reasons for applying for job </li></ul><ul><li>A chance for applicants to ‘sell themselves’ </li></ul><ul><li>Names of referees </li></ul>
  22. 22. Curriculum Vitae <ul><li>A written document </li></ul><ul><li>Often on one or two sides of A4 </li></ul><ul><li>Designed by the job applicant </li></ul><ul><li>Covers similar ground as job application </li></ul>
  23. 23. Advantages of a job application versus a CV <ul><li>Business can tailor questions and format to exact needs </li></ul><ul><li>An application form forces candidates to answer same questions and provide information in a consistent format </li></ul><ul><li>CV’s often come in many different formats, with key information either missing or presented in different ways </li></ul><ul><li>Encourages the applicant to consider the specific needs of the employer – e.g. respond to questions relevant to the employer </li></ul><ul><li>More likely to get up-to-date information from the applicant </li></ul>
  24. 24. Reasons for Rejecting Candidates at Application Form Stage <ul><li>May not meet standards set out in job specification </li></ul><ul><ul><li>Wrong qualifications </li></ul></ul><ul><ul><li>Insufficient experience </li></ul></ul><ul><li>May not have completed application form to a satisfactory standard </li></ul><ul><li>May be unlucky </li></ul><ul><ul><li>Employer has set a limit on number of candidates who progress through to interview stage </li></ul></ul>
  25. 25. The Shortlist <ul><li>Long list = total pool of applicants </li></ul><ul><li>Shortlist = small number of suitable applicants that meet the job criteria </li></ul><ul><li>Should ideally be drawn up by two people, acting independently </li></ul><ul><li>Important not to only include “perfect” or “ideal candidates” </li></ul>
  26. 26. Recruitment Interview <ul><li>Interview is a crucial part of the recruitment process </li></ul><ul><li>Chance for an employer to meet applicant face to face </li></ul><ul><li>Can obtain much more information on: </li></ul><ul><ul><li>What person is like </li></ul></ul><ul><ul><li>Whether they are suitable for job </li></ul></ul><ul><ul><li>Whether they will fit into the business </li></ul></ul><ul><li>Interview is also an important for the candidate </li></ul><ul><ul><li>Obtain information about job </li></ul></ul><ul><ul><li>Assess the working culture of a possible new employer </li></ul></ul><ul><li>Recruitment interviewing is a hard skill – often it is done very poorly! </li></ul>
  27. 27. Information to Obtain During a Recruitment Interview <ul><li>By the employer: </li></ul><ul><ul><li>Information that cannot be obtained on paper from a CV or application form </li></ul></ul><ul><ul><li>Conversational ability- often known as people skills </li></ul></ul><ul><ul><li>Natural enthusiasm or manner of applicant </li></ul></ul><ul><ul><li>See how applicant reacts under pressure </li></ul></ul><ul><ul><li>Queries or extra details missing from CV or application form </li></ul></ul><ul><li>By the employee </li></ul><ul><ul><li>Whether job or business is right for them </li></ul></ul><ul><ul><li>What is culture of company like </li></ul></ul><ul><ul><li>What are exact details of job that may be omitted from job description </li></ul></ul>
  28. 28. Selection Tests <ul><li>Formats </li></ul><ul><ul><li>Aptitude tests </li></ul></ul><ul><ul><li>Intelligence tests </li></ul></ul><ul><ul><li>Personality tests </li></ul></ul><ul><li>Why used </li></ul><ul><ul><li>Basic interview can be unreliable as applicants can perform well at interview but not have qualities or skills needed for job </li></ul></ul><ul><ul><li>Selection tests increase chances of choosing best applicant and so minimise high costs of recruiting wrong people </li></ul></ul>
  29. 29. References <ul><li>What are references? </li></ul><ul><ul><li>Written character statements from people who know the applicant well </li></ul></ul><ul><ul><li>An important “safety check” </li></ul></ul><ul><ul><li>A chance to learn more about the strengths and weaknesses of an applicant </li></ul></ul><ul><li>Final check that all information given by candidate is correct </li></ul><ul><li>Good honest reference from an independent source can also reveal good or bad incidences from candidate’s past or particular traits that may have been missed </li></ul>
  30. 30. Test Your Understanding http://www.tutor2u.net/business/quiz/recruitmenttraining/quiz.html
  31. 31. Recruitment and Selection
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