Topic 1 - Recruitment and Selection. N5 Business Management

Transcription

1 Topic 1 - Recruitment and Selection N5 Business Management 1

2 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). 2

3 Difference between Recruitment and Selection Recruitment - encouraging people to apply for a job vacancy. Selection - choosing the best person for a job. 3

4 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. 4

5 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 5

6 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. 6

7 2. Job Description Summary of the full details about the job, including the job title and where it is based. 7

8 3. Peron Specification List of the skills qualifications and experience needed to do the job identifies type of person needed. 8

9 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. 9

10 5. Advertising When a job is advertised and those interested are asked to apply. 10

11 Methods of Recruitment Before people can apply for a job, they have to know it exists. A job could be advertised internally by , on the business intranet, or by a poster on a notice board. Other methods include: online advertisement national press local press recruitment agencies. 11

12 Online Advertisement 12

13 Local Press 13

14 National Press 14

15 Recruitment Agencies 15

16 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. 16

17 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. 17

18 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 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. 18

19 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. 19

20 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. 20

21 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. 21

22 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. 22

23 Interviews 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. 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. 23