RECRUITMENT AND SELECTION OF STAFF CHAPTER 16 RECRUITMENT AND SELECTION OF STAFF

Job analysis Job analysis is the process in which a job is analysed to find the job description and job specification. A job description is the description of job title, job summary, responsibilities, duties, activities and relationships. Job specification is the experience, qualifications, skills and knowledge required for a job.

Job analysis Job analysis can be used as input for job design. It is important that, when designing a job, a variety of tasks that the employee will find engaging and challenging are incorporated. Job designs can be altered through job enrichment, job enlargement and job rotation.

Job analysis Job Analysis Methods: 1 Interview the present job holder 2 Questionaries 3 Observations 4 Log books and daily work dairies 5 Supervisory reports

Recruitment Recruitment is the process of finding the best- qualified pool of applicants. It begins with identifying requirements, determining the recruitment sources and choosing a recruitment method.

Recruitment It is the role of human resources (HR) to hire people that are able to assist the business with achieving their business objectives. Businesses can hire internally or externally. Internal recruitment is recruitment from within the business while external recruitment is from outside the business. It is up to HR to decide whether the business should hire internally or externally and, in the case of external recruitment, what method they will use (websites, social media, employment agencies).

Recruitment Internal recruitment is recruitment from within the business while external recruitment is from outside the business. Allows for: Career advancement Promotion Corporate culture & Business processes known

Recruitment Internal recruitment Disadvantages Advantages Quicker adjustment to the position; no induction needed Incentive for employees to gain career progression Acts as a motivator and morale booster Disadvantages Employees may be promoted beyond competency level No new ideas introduced, could sti e creativity and innovation Rivalry, in ghting and negative impact on morale for unsuccessful applicants

Recruitment External Recruitment is from outside the business. The assessment of the current available pool of job candidates, other than existing staff, to ascertain if any are sufficiently skilled or qualified to fill and perform existing job vacancies Websites Recruitment Agencies Social Media Job Boards Government agencies

Recruitment External Recruitment is from outside the business. Advantages Larger pool of applicants New insights, skills and abilities brought into the business Costs can be lower, as business does not have to ll two positions Disadvantages Attracting/selection of new employee is time-consuming and more dif cult Induction takes longer Limits career advancement of existing employees

Selection of applicants The selection of applicants is a six-step process depicted on the right. A business uses these thorough tests as a way to make sure they are hiring the best applicant. The order of testing may differ depending on the business though.

Selection of applicants During the receipt of applications, some businesses require an application form to be filled out. This can be useful in helping screen out unsuitable applicants. The initial screening is used to eliminate those that do not meet the requirements of the position such as experience or education. The interview should then be properly planned, with any questions being laid out before the interview.

Selection of applicants The next step involves testing of the applicants. This can be conducted at other points in the recruitment process but applicants should be notified ahead of time that they will be tested. This includes Psychological testing which covers the applicants Aptitude, ablilty, intelligence Personality and motivational drive (generally & for job) Working test To see if they are able and suited to the role

Selection of applicants It is important to thoroughly check all references given and to also contact former employers. This ensure that the applicant has provided all accurate and reliable information, along with identifying strengths or weaknesses of the applicant seen by prior employers Once a decision has been made, the successful applicant should be formally offered the position and unsuccessful shortlisted applicants should be notified that they were not selected. 1st successful in case they decline the role By Phone to discuss areas for improvement and thank unsuccessful applicants for their time.

Employment arrangements There are four types of employment arrangements. Permanent full-time: These employees work a certain number of hours set in the award or collective agreement and are entitled to full benefits such as leave entitlements and superannuation. Permanent part-time: These workers receive the same benefits of full-time workers but work fewer hours.

Employment arrangements Fixed-term contract: These workers work either full- or part-time on contracts that determine the length of their employment. They generally accrue entitlements such as annual or sick leave on a pro rata basis. Casual: These workers are often appointed for short-term, irregular or seasonal work. These workers are usually paid on an hourly basis and have a 15–20% increase in wage due to them not having benefits such as annual and sick leave.