Recruitment & selection

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Recruitment & selection

  1. 1. by Sana Hussain, Beth Rapley, Elizaveta Tyan
  2. 2. • To replace those that have been fired• To replace those who left the company• In case new jobs are created - Expansion• Maternity• Dies• New technology – skilled labour 2
  3. 3. The business must be clear about : what the job entails what qualities are required what rewards are needed to motivate the staff 3
  4. 4. Methods• Notice boards• E-mail• Letters• Meetings• Conferences• Bulletin boards 4
  5. 5. Advantages: Disadvantages: It is likely to be quicker x Existing workers may not and cheaper than external have the skills recruitment required, especially if the Greater variety and business wants to develop promotion opportunities new products or markets may motivate employees x Relying on existing employees It avoids the need and cost may lead to a stagnation of of induction training ideas and approaches within the business The firm will already be x It may create a vacancy aware of the employee’s elsewhere, postponing skills and attitude to work external recruitment rather than avoiding it 5
  6. 6. Methods• Internet ( LinkedIn)• Newspapers• Job Centre• Recruitment agencies• Radio• Personal recommendation 6
  7. 7. Advantages: Disadvantages: It should result in a wide x It can be very expensive and range of candidates than time-consuming internal recruitment process, possibly using up Candidates may already valuable resources have the skills required to x It can have a de-motivating carry out the job in effect on members of the question and thus avoiding existing workforce, who may the need and cost for have missed out on a training promotion 7
  8. 8. Advantages: Disadvantages: Employers save time by x Expensiveemploying an agency to lookfor an employee rather than x May take a long timethem doing it themselves to recruit an ideal candidate Specialised servicesincreases chances of findingthe most suitable employeefor the job 8
  9. 9. 1. Determine the number and type of employees required 2. Conduct job analysis for each vacancy to identify the various duties and responsibilities involved 3. Create a job description and person specification4. Advertise the vacancy – internally or externally to attract suitable applicants according to the job required 5. Draw up a shortlist of the most suitable applicants for interview6. Decide on the most suitable candidate using appropriate selection methods 7. Appoint the successful candidate and inform those who have been unsuccessful 9
  10. 10. Job description Job specification Title  Title Purpose  Department of work Position in the  Brief description of job company  Qualifications needed Specific duties  Experience Responsibilities  Skills Working Hours  Personal Attributes Location or premises 10

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