Employee Recruitment and Selection

• Recruitment and selection of employees are key aspects of management
• Employee recruitment aims to enhance business success by securing skilled staff

Recruitment Process

• Involves identifying a vacancy and defining job requirements
• Analysis and description of the job informs the job specification
• Advertising is done in media appropriate for the role
• Application forms and short-listing are key to interviews and selection
• Recruitment ends when the vacancy is filled

Recruitment Documentation

• Person specification is crucial to identify the right candidate
• Person specifications details educational background, skills, experience, and hobbies.
• Person specifications are split int 'essential' and 'desirable' characteristics
• Job descriptions list all duties required for the role, pay rate, hours, location, and reporting structure
• Application forms gathers potential employee information
• Candidates sometimes write application letters or seek letters of reference to demonstrate skills, experience, and character
• CV (curriculum vitae) summarizes an applicant’s skills, experience, qualifications, and hobbies
• The CV helps businesses determine if applicants match the person specification
• Short-listing is used to streamline the selection process

Interview Preparation

• Research including mission, values, history, and service/product offerings is essential
• Knowledge of organizational culture, industry, and interview profile helps
• Planning directions and parking beforehand is important
• Selecting appropriate attire and mock interviews are helpful

Employment References

• Employment references are former colleagues or supervisors
• Employers may contact references for candidate assessments

Internal Recruitment

• Internal recruitment can occur through internal job adverts, emails, or company memos
• Quick processes, known applicants, relevant experience, and lower costs are advantages of internal recruitment
• A limited applicant pool, lack of experience, and potential lack of fresh ideas are disadvantages
• Notice boards, e-mail, and newsletters advertise internal jobs.

External Recruitment

• Adverts placed in external emails, job websites, recruitment agencies, newspapers, and trade magazines.
• New ideas, skills, and a larger pool of potential workers are advantages of external recruitment
• Longer adjustment periods, higher costs, and unknown employees are disadvantages
• External recruitment through newspapers/magazines, job centers, websites and social media

Internal vs External Recruitment

• Internal applications come from staff, who can be attracted by company newsletters
• Promotion positions or announcements may inform internal recruitment
• Candidates’ track records and skills are already known
• This means internal candidates are loyal, productive, require less induction and cost less (no advertising)
• External applications may be needed to find candidate with a chemistry degree to be a teacher
• Vacancies are more open for external advertising
• External candidates bring ideas and enthusiasm
• External candidates that are not yet tired of a company are enthusiastic and work harder

Recruitment Costs

• Advertising and advertising through agencies can be quite expensive
• HR departments may decide to use an agency instead

Training

• Induction training occurs when a new employee starts at a business

Induction Training

• Induction training shows new employees around and educates on the business
• Workers become familiar with work, feel a part of the organization, and because quicker and more productive
• Induction training includes company policies, health and safety practices, colleague introductions, and job specific training
• Induction training integrates teams, inspires employees, and helps to retain staff
• Information overload may be a disadvantage of induction training

On-the-Job Training

• Coaching, mentoring, advice, and assistance make internal teams run smoothly
• Work shadowing and machine learning increase work performance
• On-the-job training is cost-effective and relevance is more clear
• The business may lose time because of the teaching worker
• Employees may fail to see the link between workplace and training

Off-the-Job Training

• Off-the-job Training involves work at-home courses at training centers/colleges, lectures, and machine learning
• Specialist skills can be gained through off-the-job courses
• Work is less stressful, and there are fewer distractions
• Employees are motivated by external assistance
• Can be very expensive