MANAGEMENT OF PEOPLE

RECRUITMENT AND SELECTION OF STAFF

LEARNING INTENTIONS/SUCCESS CRITERIA

LEARNING INTENTIONS:

I view the processesthat HRM use to employnew employees for an organisation.

SUCCESS CRITERIA:

• I can describe the procedure for RECRUITMENT and describe the objective of a JOB DESCRIPTION, PERSON SPECIFICATION, VACANCY ADVERTISING and APPLICATION FORMS/CVs.

• I can describe the procedure for SELECTION and describe the objective of SHORT LEETING, INTERVIEWING, TESTING and REFERENCES.

RECRUITMENT

The RECRUITMENT aspect of HRM’s work

involves trying to ENCOURAGE SUITABLE

PEOPLE to APPLY FOR any VACANCIES

(jobs that they need employees for) that the

business has.

RECRUITMENT PROCESS

The steps in the recruitment process are to:

• Get the job vacancy

• Carry out a job analysis

• Prepare a Job Description

• Prepare a Individual Specification

• Advertise the job

• Sent out program forms

HOW DO JOB VACANCIES ARISE?

Can you think of reasons for a job vacancyarising?

Some are:• An worker leaves, outdated or been promoted• The company is expanding• A active here we are at the company is nearing

eg Christmas• A present worker is going to be missing eg due

to a long-term illness

JOB ANALYSIS

Job analysis involves finding out everything aboutwhat a job involves by identifying the following:

• Projects to be finished in the job• Responsibilities of the job• Technology that is used in the job• Knowledge required to undertake the job• Skills required to undertake the job• Level of effort required from staff

JOB DESCRIPTIONThis papers is ready using the details collected during the job research. As the papers name indicates, the details in this document is all about THE JOB, for example:

• JOB TITLE and DEPARTMENT• POSITION IN BUSINESS• PURPOSE OF THE JOB• DUTIES OF THE JOB (ie try to be done)• WORKING CONDITIONS (ie time, vacations, etc)• TARGETS TO BE MET

The Job Information and facts is usually sent out to applicants implementing for the job opening so that they can assess if they are designed for the job.

PERSON SPECIFICATIONThis papers is also ready using details from the job research. As the name indicates, this papers is all about the MOST SUITABLE PERSON for the job in conditions of:

• SKILLS eg interaction skills, IT skills, management skills• QUALIFICATIONS eg Nat 4/5’s, Highers, HND, Degree• PREVIOUS EXPERIENCE eg Couple of decades experience in

the same role• PERSONAL CHARACTERISTICS eg able to operate on own

effort, client support concentrate, focus on detail

These will be regarded as ESSENTIAL or DESIRABLE and will be used as an inner guidelines to decide which candidates are most suited to a job.

ADVERTISE THE JOB

Applicants cannot obtain job unless they know it exists and this is where marketing comes in. The information for the advertisement will be taken from the Job Description and Individual Requirements.

A job vacancy can be advertised:• INTERNALLY eg by e-mail or a poster on employees

noticeboard (this outcomes in current employees being marketed developing another vacancy)

• EXTERNALLY eg in any local or nationwide paper, on the business website, via a public media site, via a employment organization or at a Job Center (this outcomes in a new employee being found)

RECEIVE APPLICATIONS

Applications can be received in 2 ways:• By an applicant finishing an APPLICATION

FORM (either in theory or on-line)• By an applicant delivering a duplicate of their CV

(Curriculum Vitae)• Businesses may prefer the Application Form as

all

applicants response the same concerns in the

same order, which creates it much simpler for them to compare each candidate’s program.

INFORMATION ON APPLICATION FORM/CV

Details gathered by either technique should containdetails of each applicant’s:• Individual information eg name and get in touch with

details• Qualifications and skills• Previous perform experience• Reasons why they want the job/feel suitable to the job• Specific concerns pertaining to the job• A personal statement• Referee’s get in touch with details

TASK

Complete Worksheet 38 in your jotters.

SELECTION

The SELECTION aspect of HRM’s work

involves trying to choose who is the best

person (from those who have been

recruited) to complete a VACANCY.

SELECTION PROCESS

• Get the best applicants from those that have applied

• Draw up a brief leet

• Interview the applicants on rapid leet

• Carry out examining of the candidates

• Check the applicants references

• Select the best individual for the job

IDENTIFYING THE BEST CANDIDATES

The APPLICATIONS for the job opening have to be ANALYSED by verifying whether or not they coordinate the requirements specific in the PERSON SPECIFICATION.

Those who MATCH most CLOSELY will be CONSIDERED for INTERVIEW.

Those who DO NOT MATCH the needs will be sent a LETTER telling them that they have been UNSUCCESSFUL in their program.

DRAWING UP A SHORT LEET

A brief leet, or narrow your search, is the record of

applicants who have MET the

REQUIREMENTS of the PERSON

SPECIFICATION MOST CLOSELY.

They are individuals who will be sent a

LETTER welcoming them FOR INTERVIEW.

INTERVIEWING CANDIDATES

An meeting is a TWO WAY conversation between an organisation and a job candidate. Discussions may beconducted in a sequence of units and can be ONE-TO-ONE (one interviewer) or PANEL centered (several interviewers).

The objective of the meeting is for the company and the jobapplicant to FIND OUT MORE INFORMATION about eachother by talking about particular concerns. The meeting should ASSESS in depth if an APPLICANT is reallySUITED TO THE POST (in conditions of expertise and personality).

ADVANTAGES OF THE INTERVIEW PROCESS

The advantages of an interview are:

• Can look into the credibility of the applicant’s Program Form/CV details

• Can see the character and overall look of the applicant

• Allows the candidate to ask concerns too

DISADVANTAES OF THE INTERVIEW PROCESS

The disadvantages of an interview are:

• They are very time intensive to bring out

• Some individuals do not execute well in discussions, but might be still the most designed for the job

• They are topic to interview panel member bias

TASK

In sets, make a customer survey that you think could be requested at the meeting for the 2 job vacancies we considered in Worksheet 38. Make a note of the answers you will be looking for.

GROUP 1 – concerns for Apple Retail outlet Genius

GROUP 2 – concerns for Shoes Student Dispensing Assistant

TESTING APPLICANTS

Testing may be carried out to back up or get moreinformation about a job applicant. Examples of tests that may be carried out are:• PRACTICAL TESTING (to evaluate a expertise, eg

generating ability)• PSYCHOLOGICAL TESTING (to evaluate character, eg

management ability)• MEDICAL TESTING (to look at the health and fitness of

an applicant)• ROLE PLAY SITUATIONS (to evaluate how an

candidate may respond in difficult situations)• PRESENTATIONS – to evaluate concepts a person may

have for the job part or to evaluate their demonstration skills

CHECKING REFERENCES

These take the type of a REPORT (VERBAL OR WRITTEN) from a PREVIOUS EMPLOYER OR SCHOOL/COLLEGE about the RELIABILITY OF AN APPLICANT.

They should consist of concerns about the applicants’ ability

to conduct the job, feedback on SKILLS, PERSONALQUALITIES and their ATTENDANCE history.

They can be taken out before or after the interviewand examining levels of the procedure.

SELECTING THE BEST APPLICANT

The ultimate level of the procedure is to CONSIDERALL THE EVIDENCE obtained from APPLICATIONS, INTERVIEWING, TESTING and getting out REFERENCESto choose the BEST CANDIDATE for the job. A LETTERwill be sent to this candidate OFFERING them the JOB.

After the effective candidate has approved the provide of the job, LETTERS will be sent to all OTHER APPLICANTS on the brief leet, telling them that their APPLICATIONS have been UNSUCCESSFUL.

TASK

GROUP 1 – using the concerns you composed in the previous process and the Individual Requirements

information, act as a board about to meeting candidates for the publish of Apple Retail store Professional. Applicants are the people in

Team 2. Select the best candidate for the job.GROUP 2 – using the concerns you've created up in the previous process and the Individual Requirements

information, act as a panel about to meeting for the publish of Shoes Student Dispensing Associate. Candidates are individuals in Group 1. Choose the best candidate for the job.