Business and Communication Systems RECRUITMENT AND SELECTION GCSE Business & Communication Systems

Business and Communication Systems Learning Intentions Identify, describe and evaluate the main methods of recruitment eg media, Department for Employment and Learning, Internet, private recruitment agencies Recommend the most suitable method(s) of recruitment in particular circumstances Demonstrate knowledge and understanding of the main methods of selection eg application form, letter of application, CV, testing/assessment, presentation, interview Recommend the most suitable method(s) of selection in particular circumstances

Business and Communication Systems Internal/External Recruitment Internal Methods Notice boards News sheets Sending memos or s to employees External Methods Media Internet DEL (Job Centres) Private Recruitment Agencies

Business and Communication Systems Internal Recruitment Advantages Motivation – Promotion opportunities Less time taken settling in Cheaper Process is less time consuming Disadvantages Limited range of applicants No new skills/ideas brought in Staff discontent/rivalry There will still be a job to fill

Business and Communication Systems External Recruitment Advantages Wide range of applicants New skills/ideas Avoids jealousy Saves money on training Disadvantages Settling in time Demotivational for existing staff Can be expensive Slower process

Business and Communication Systems Factors which affect choice of recruitment method Cost Time Job being appointed Number of staff needed Size of firm

Business and Communication Systems Main Methods of Recruitment Media – newspaper and magazine advertisements. Jobs which require limited skills are advertised locally, while more specialist jobs are advertised more widely, perhaps even in specialist magazines. Internet – there are several websites on the internet which advertise a range of jobs. Many firms also have their own websites on which they advertise their vacancies. Advertising on the internet is not expensive and has a wide audience. Department for Employment and Learning (Job centres) – These are found in major towns and are operated by the Department of Employment. They display jobs on cards either in the window or inside the building on notice boards and people seeking work are encouraged to come in and look around. The staff will arrange appointments with firms for people who are interested in a particular job. Private Employment Agencies – they help businesses to recruit staff. They are common in secretarial work, nursing etc. A firm looking for staff will approach an agency, which will supply workers who are interviewed by the agency, the firm or both. The agency gets a commission related to the salary of the person they have found for the firm

Business and Communication Systems Main Methods of Selection Application Form – standard form used by employers, whereby all applicants complete sections detailing their qualifications, experience etc. Letter of Application – this is a letter written by the applicant outlining details relating to their educational qualifications, experience and why they are suited to the job. Curriculum Vitae (CV) – this is a document containing information similar to what is included in the application form. It is prepared by the applicant providing details about their educational qualifications, previous employment, achievements and experiences. An application form, CV or letter of application should contain: −Personal details(name, address, age etc) −Educational qualifications −Previous employment −Hobbies and interests −References Testing/Assessment - takes 3 main forms: −Aptitude Tests −Attainment Tests −Intelligence Tests Presentation – applicant gives a presentation to prospective employers on a designated topic. This is typically used in jobs whereby presentation skills are likely to be needed. Interview - the interview gives the employer the opportunity to assess potential candidates on a face to face basis.