Recruitment and Selection Overview

Recruitment and Selection

• Recruitment and selection involves hiring employees with suitable skills and experience.
• Full-Time Employment is a job that requires the employee to work a full week.
  • Full-time workers may be eligible for benefits such as health insurance and overtime pay.
• Part-Time Employment involves working fewer than 30 hours per week.
  • Part-time workers may be employed for shorter hours when businesses need more staff.
• Job Sharing is when two part-time workers share the responsibilities of one full-time role.
  • Job sharing can improve motivation and reduce stress for employees.
• Casual Employment provides no guaranteed work.
  • Casual hours are variable, and businesses can request short notice work.
• Seasonal Employment includes temporary work particular to specific seasons.
  • Workers may be laid off when seasonal work is finished or no longer needed. Example: farm managers during harvest seasons
• Temporary Employment involves temporary staff covering absences, such as maternity or sickness leave.
  • Temporary positions can last from 3 to 12 months.
  • Temporary work can provide a pathway to a permanent position.

Stages of Recruitment Process

• Identify the required staff and number to be hired.
• Prepare appropriate job descriptions and person specifications.
• Advertise for applicants using appropriate channels.
• Evaluate candidates, selecting a shortlist for interviews.
• Conduct interviews and assess candidate suitability.
• Offer positions to suitable candidates, while providing feedback to those unsuccessful.

Recruitment Documents

• Job Description: Documents outlining duties, responsibilities and tasks for a particular job.
• Person Specification: Outlines desired qualifications, skills, experience and attributes needed for a role.
• Application Form: Gathers applicant personal information, education details, and experience.
• Curriculum Vitae (CV) / Resume: Personalized summary of skills, experience, and qualifications.

Internal and External Recruitment

• Internal Recruitment: Filling positions with current employees.
  • Advantages include cost-effectiveness, improved morale if promotion prospects exist, and more predictable staff already familiar with company policy.
• External Recruitment: Hiring from outside the company.
  • Advantages include access to a wide pool of talent, and potentially fresh perspectives.
  • Methods include advertising, job centres, and headhunting.

Job Advertisement Information

• Job Title is needed
• Contact details such as email ID and phone number.
• Job description, qualifications, and experience.
• Compensation Information such as Salary and Benefits.
• Application Instructions
• Interview Process: To assess candidate suitability.
• Post Interviews: Feedback is provided to unsuccessful candidates

Other Important Information

• Application forms and CVs/resumes may need to be accompanied with supporting documents like letters.
• Interviews are used to assess personality, attitude, and skills.
• Questions address specific work-related topics to clarify candidate suitability.