GCSE Business Studies Unit 2 Developing a Business Recruitment

Learning Outcomes Students should be able to: describe and explain the purpose of: job description person specification contract of employment discuss the advantages and disadvantages of internal and external recruitment discuss the role of social media in recruitment evaluate internal and external methods of recruitment demonstrate knowledge of the legal controls that govern recruitment as well as the ethical issues that underpin legislation in relation to: race religion disability gender marital status sexual orientation Demonstrate knowledge of the role of the Equality Commission for Northern Ireland in relation to recruitment Images © thinkstockphotos.co.uk

Paired Activity (6 minutes) Lucy runs a business in Ballymena. Answer the following questions: I want to recruit a member of staff, why? I want to recruit a member of staff, how? What documents am I likely to need? Images © thinkstockphotos.co.uk

Images © thinkstockphotos.co.uk Recruitment A vacancy arises Carry out a job analysis Draw up a job description and person specification Decide whether to recruit internally or externally Advertisements drawn up and placed in appropriate media Application forms are issued and/or CVs and letters of application are requested Images © thinkstockphotos.co.uk

Images © thinkstockphotos.co.uk Job Analysis Process of finding out: Tasks involved in the job Skills required to do the job Responsibilities of the job Duties to be carried out Performance level required Images © thinkstockphotos.co.uk

Paired Activity (20 minutes) Print out a job description and person specification from a recruitment website. Use these documents to help you answer the following questions: What is the purpose of a job description? What is the purpose of a person specification? What key details should be included in a job description? What key details should be included in a person specification? Images © thinkstockphotos.co.uk

Images © thinkstockphotos.co.uk Job Description Defines the main duties and responsibilities of a job, including: Job title Department Responsible to and for Duties Responsibilities Job description is used: To write the job advertisement By applicants By line manager By employees Images © thinkstockphotos.co.uk

Images © thinkstockphotos.co.uk Person Specification This is about the ideal candidate for the job: Qualifications Knowledge and experience Skills and aptitudes Personal qualities relevant to the job Competences related to carrying out the job effectively Person specification is used: To write the job advertisement By applicants By line manager Images © thinkstockphotos.co.uk

Contract of Employment All employees should have a contract with their employer, this is an agreement between the two parties A contract of employment sets out an employee’s: employment conditions rights responsibilities duties (these are called the ‘terms’ of the contract) Employees and employers must stick to a contract Gives protection to employee and employer Must be provided within 8 weeks of starting work Images © thinkstockphotos.co.uk

Contract of Employment Contents Name of employer/employee Date of commencement of job Title and description of job Hours of work Agreed rates and methods of payment Pension scheme details Holidays Sickness/injury/maternity pay entitlement Length of period of notice Grievance and disciplinary procedures Images © thinkstockphotos.co.uk

Pupil Activity (10 minutes) Based on the job description and person specification you have downloaded. Highlight what you would include in the job advertisement? Be prepared to explain why? How would you recruit this job (internally/ externally)? What are the key benefits of this? What methods of recruitment would you use? What methods of selection would you use? Images © thinkstockphotos.co.uk

Internal Methods of Recruitment Notice boards Company newsletters E-mail Intranet Images © thinkstockphotos.co.uk

Advantages of Internal Recruitment Employee’s abilities are known already Motivational Quicker Shorter induction Less expensive Reduces risk of employing wrong person Images © thinkstockphotos.co.uk

Disadvantages of Internal Recruitment Limited range of applicants No new ideas or skills brought into the business Staff resentment due to jealousy/rivalry Vacated position will need to be filled Images © thinkstockphotos.co.uk

External Methods of Recruitment Media Internet Job centres Private recruitment agencies Images © thinkstockphotos.co.uk

External 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. Images © thinkstockphotos.co.uk

External Recruitment 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. Images © thinkstockphotos.co.uk

External Recruitment Job Centre These are found in major towns and are government operated. 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. Images © thinkstockphotos.co.uk

External Recruitment 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. Images © thinkstockphotos.co.uk

Advantages of External Recruitment Large choice of applicants ‘new blood’ (new ideas, more willing to make changes) Overcomes jealousies Insight into other firms May save money on training Images © thinkstockphotos.co.uk

Disadvantages of External Recruitment Settling in time required – potentially a longer induction period Demotivating for existing staff More expensive than internal recruitment Process takes longer Images © thinkstockphotos.co.uk

Role of Social Media in Recruitment Social media definition “a group of Internet based applications … that allow the creation and exchange of user-generated content”. Kaplan and Haenlein (2010) Images © thinkstockphotos.co.uk

Role of Social Media in Recruitment In recent years: over half of all UK jobseekers use social media sites in their search for employment, mainly using LinkedIn and Facebook Source: Nigel Wright Recruitment (2011) Images © thinkstockphotos.co.uk

Role of Social Media in Recruitment Two main purposes of social media: an effective marketing tool for both jobseekers and potential employers. used to screen potential candidates, gaining a wider image of them, than would be available through traditional recruitment methods. “these sites can be valuable ‘friends’ for HR, but also have the potential to be dangerous ‘foes’ if used improperly”. Davison, Maraist and Bing (2011) Images © thinkstockphotos.co.uk

Role of Social Media in Recruitment Key issues: the accuracy of information accessibility to all applicants issues of privacy the relative costs and benefits Images © thinkstockphotos.co.uk

Benefits of Using Social Media in Recruitment Employers Speed Efficiency/Ease of use – inform a large number of candidates Cost savings The ability to target and attract specific candidates Additional information on candidates, both personal and professional Tracking of recruitment activities Multiple language support Opportunity to personalise and customise the candidate experience Images © thinkstockphotos.co.uk

Benefits of Using Social Media in Recruitment Potential candidates Ease of access Provides multiple sources of information about the employer Offers the possibility of contact with existing employees to gain a more realistic picture of the job Images © thinkstockphotos.co.uk

Drawbacks of Using Social Media in Recruitment Employers Impact on corporate image, through: ethical issues – privacy/seeking information about workers’ private lives unfair discrimination claims due to access to a wider range of information about candidates, (sexual orientation, ethnicity, religion, marital status, age and political views) Suitable candidate could be missed due to the fact that all candidates do not have access to social media Increase in workload due to a larger number of applicants May be open to charges of discrimination against those who do not have access to social media Images © thinkstockphotos.co.uk

Drawbacks of Using Social Media in Recruitment Potential candidates Personal data on social media impacting negatively on job applications Negative postings by a third party, impacting on applications made Merging of personal and professional life – making it difficult to achieve a work/life balance Images © thinkstockphotos.co.uk

Legal Controls on Recruitment Race Religion Disability Gender Marital status Sexual orientation Images © thinkstockphotos.co.uk

Legal Controls on Recruitment Race It is unlawful to discriminate against employees, job seekers and trainees because of race - this includes: colour – examples include black and white ethnic origin – examples of ethnic groups include Sikhs, Jews, Romany Gypsies and Irish Travellers (some of which have their own religions) national origin – birthplace, the geographical area and its history can be key factors. Examples include English, Irish, Scottish and Welsh. Race discrimination: key points for the workplace nationality – usually the recognised state of which the employee is a citizen. For example, British citizen. This can be differ from national origin. Images © thinkstockphotos.co.uk

Legal Controls on Recruitment Religion It is unlawful to discriminate against applicants because of their religion or belief, or lack of religion or belief - this includes: any religious belief (Baha’i, Buddhism, Christianity, Hinduism, Islam, Judaism, Rastafarianism, Sikhism) Denominations or sects within a religion Those with no religious belief Images © thinkstockphotos.co.uk

Legal Controls on Recruitment Disability It is unlawful to discriminate against applicants because of a physical or mental disability, this includes: ensuring a disabled person could apply asking an applicant whether they require any ‘reasonable adjustments’ during the recruitment process, usually referred to as access requirements make the ‘reasonable adjustments’ requested Images © thinkstockphotos.co.uk

Legal Controls on Recruitment Gender It is unlawful to discriminate against applicants because of their gender, this includes: male female pregnant women gender perception Images © thinkstockphotos.co.uk

Legal Controls on Recruitment Marital Status It is unlawful to discriminate against an applicant because of their marital status, includes: single married divorced widowed Images © thinkstockphotos.co.uk

Legal Controls on Recruitment Sexual Orientation It is unlawful to discriminate against an applicant because of their sexual orientation, includes: orientation towards people of the opposite sex (heterosexual) orientation towards people of the same sex (lesbians and gay men) orientation towards people of the same sex and the opposite sex (bisexual) Images © thinkstockphotos.co.uk

Preventing Discrimination in Recruitment Employers should: be careful when advertising a job vacancy use a variety of media to advertise a position avoid advertising for applicant’s with specific criteria not relevant to the job treat all applicants equally, appoint on merit be careful about advertising jobs through word of mouth be aware that discrimination can be direct or indirect avoid automatically rejecting applicants because they do not have UK qualifications Images © thinkstockphotos.co.uk

Equality Commission NI The Equality Commission is an independent public body which oversees equality and discrimination law in Northern Ireland. It provides advice and promotes equality of opportunity. It has a remit to: promote equality of opportunity and positive action work towards the removal of unlawful discrimination and harassment keep relevant legislation under review promote good relations between persons of different groups oversee the effectiveness of statutory equality duties on public authorities Images © thinkstockphotos.co.uk

Equality Commission NI Main Roles promote equality by providing direct advice and support to individuals and organisations produce publications and run conferences and seminars undertake research and educational activities influence policy makers assist individuals with complaints of discrimination under the law undertake investigations Images © thinkstockphotos.co.uk

Images © thinkstockphotos.co.uk Pupil Activity Working individually you have thirty minutes to answer the following past paper questions: 2011 Question 1a 2012 Question 1a & f 2013 Question 1a – c 2014 Question 1a 2015 Question 1a - c 2016 Question 1a, b & f Images © thinkstockphotos.co.uk

Learning Check Can you: describe and explain the purpose of: Job description Person specification Contract of employment discuss the advantages and disadvantages of internal and external recruitment discuss the role of social media in recruitment evaluate internal and external methods of recruitment demonstrate knowledge of the legal controls that govern recruitment as well as the ethical issues that underpin legislation in relation to: race religion disability gender marital status sexual orientation Demonstrate knowledge of the role of the Equality Commission for Northern Ireland in relation to recruitment Images © thinkstockphotos.co.uk