Topic 1 - Recruitment and Selection - · PDF file1.11.2015 · Learning Intentions /...
Transcript of Topic 1 - Recruitment and Selection - · PDF file1.11.2015 · Learning Intentions /...
Topic 1 - Recruitment and
Selection
N5 Business Management
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Learning Intentions / Success Criteria
Learning
Intentions
Recruitment
and
selection
Success Criteria
By end of this topic you will be able
to describe different methods of:
• recruitment (online advertisement,
national press, local press,
recruitment agencies)
• selection (application forms, CVs,
assessment centres, testing,
interviews).
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Difference between Recruitment and
Selection
• Recruitment - encouraging people to apply
for a job vacancy.
• Selection - choosing the best person for a job.
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Importance of Recruitment
It is important that the best possible people are attracted to
work for a business because they play an important role in
the business’ activities.
• They contribute towards achieving objectives.
• They produce quality goods and provide services.
• They interact with customers and have to provide a
quality service.
• They interact and communicate with other stakeholders.
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5 Stages in the Recruitment Process
Once it is established that recruitment is
necessary there are five stages in the recruitment
process:
1. Job analysis
2. Job description
3. Peron specification
4. Internal or external recruitment
5. Advertising
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1. Job Analysis
Outlines the main
tasks involved in
the job and is used
to find out the
main skills and
experience needed
to do the job.
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2. Job Description
Summary of the
full details about
the job,
including the job
title and where it
is based.
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3. Peron Specification
List of the skills
qualifications and
experience needed
to do the job –
identifies type of
person needed.
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4. Internal or External Recruitment
You can decide to
recruit internally – by
promoting or moving
someone already
employed by the
business or externally –
by advertising the
position outside the
business.
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5. Advertising
When a job is advertised and those interested are
asked to apply.
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Methods of Recruitment
Before people can apply for a job, they have to know it
exists. A job could be advertised internally by e-mail, on
the business intranet, or by a poster on a notice board.
Other methods include:
• online advertisement
• national press
• local press
• recruitment agencies.
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Online Advertisement
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Local Press
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National Press
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Recruitment Agencies
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Methods of Selection
The selection process is to review the information provided
by all job applicants to determine which applicants meet the
minimum qualifications/skills. Methods of selection:
• Application forms
• Curriculum vitae (CV)
• Assessment centres
• Testing
• Interviews.
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Application Forms
• An application form requires applicants to answer a number of questions that the business has decided.
• These include questions about the applicant's qualifications, experience, skills and about why they want the job.
• Questions are sometimes very specific to the job being applied for and sometimes applicant’s have to describe situations that they have been involved in, e.g. when working in a team or dealing with a difficult situation.
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CVs
• A Curriculum Vitae (CV) is a word-processed document that applicants create themselves.
• It contains information that the applicant has chosen to include, but would normally contain details of their education, work experience and other achievements.
• The CV would be submitted by e-mail or sent in the post to the business where the vacancy exists.
• Sometimes a business will ask applicants to submit a CV in addition to completing an application form.
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Assessment Centres
• Assessment centres allow an organisation to see applicants undertaking
a variety of tasks in different situations and scenarios and can
sometimes take place over a couple of days.
• Many large organisations have assessment centres where they get
applicants to take part in role play exercises, team building activities
and make presentations.
• Applicants may have to undertake tests during the assessment centre.
At all points during the assessment centre, the organisation will be
watching each applicant carefully and making a note of their
communication, team work and problem solving skills.
• Assessment centres are common in the aviation industry and airlines
recruiting, for example cabin crew, will often carry out an assessment
centre to help them in the selection process.
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Testing
• A test can assess a number of things, e.g. medical, personality or specific skills.
• Each test will assess a different aspect of the applicant and can confirm the information given on the application form.
Example:
• Gemma applied for a job as
an Administrative Assistant.
• Her application form says
she can type at 40 words
per minute.
• The business asked Gemma
to undertake a test to
confirm that she can do
this.
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Types of Testing
• Aptitude/attainment tests - measure how good the applicant is at a
particular skill such as mathematical skills, typing or shorthand speeds,
driving ability and so on.
• Psychometric tests - are designed to measure the personality, attitudes
and character of the applicant.
• Intelligence tests - measure the mental competence of potential
employees. They can include tests on problem-solving, literacy and
numeracy.
• Personality tests - can give an indication as to whether a candidate is a
team player or not, and what team role or roles they perform best.
• Medical tests - are required for some jobs such as those working off
shore, or for some emergency services and the armed forces, where
employees need to have a minimum fitness level.
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Advantages/Disadvantages of Testing
Advantages
• The content of the
applicant's CV or
application farm can be
confirmed.
• Can provide
information about the
personality of the
applicant.
Disadvantages
• Time consuming to
carry out.
• Same people might not
be good at tests (they
are like exams) because
they are stressful.
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Interviews
Advantages
• Personality and appearance of
the applicant is seen.
• The content of the applicant’s
CV or application form can be
checked.
• The applicant can ask
questions.
Disadvantages
• Time consuming to carry
out.
• Some people don’t perform
well at interviews, but might
be more than suitable for the
job.
• Interviewer bias can exist.
• An interview is a meeting between an applicant and
people from the business.
• The applicant has to answer a number of questions
about why they want the job.
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