RECRUITMENT AND SELECTION

Success Criteria: Learning Intentions: To introduce recruitment terminology Success Criteria: You should be able to: Identify key terminology and describe the main steps in the recruitment process. Eg Job analysis, Job description, person specification, internal and external advertising, internal and external recruitment. BM Unit 2 - LO2

This is a bit random…. But hopefully interesting. Two clips to watch and be prepared to answer questions on…. 1 - listen out for what they look for in their employees http://www.youtube.com/watch?v=A7HVt3xgTn4 2 - What skills and qualities are required for a person doing this job? http://www.youtube.com/watch?v=5vmBdSyyPls This is a bit random…. But hopefully interesting.

Task Location – anywhere! Core Skill – HR/Training Click Search Go to http://www.s1jobs.com Search for a - Human Resource Manager Write down the job title Write down at least 4 things they have responsibility for Location – anywhere! Core Skill – HR/Training Click Search

Steps in recruitment Is there a vacancy in the organisation? What does the job involve? Where are we going to attract our applicants from? Process of selection.

Identify job vacancy Could occur due to: an employee leaving the organisation retirement an employee being promoted a new post being created. Someone may be sacked

Conduct job analysis This identifies: tasks to be performed skills needed (both physical and mental) duties and responsibilities (and accountability) environment job takes place in (including any hazards). Gives an idea if a position is needed.

Prepare job description This states: job title location tasks duties and responsibilities hours holiday entitlements qualifications required by applicant.

Prepare person specification A description of the type of person suitable for post. This includes: qualifications skills experience personal qualities hobbies and interests.

Advertising post internally and externally Newsletters Notice board External Newspaper adverts Internet Job centre Recruitment agency Schools/colleges/ universities

Internal recruitment Advantages Applicant and ability familiar to organisation Organisation may have invested in person through training Individual aware of culture (no need for induction training) Disadvantages Limited skills pool Own job needs to be filled Resentment from overlooked staff

Task Go to http://www.s1jobs.com Search for one job in these categories: ‘Marketing/PR’ and ‘Any’ ‘Production/Operation’ and ‘Quality Control’ Write down the 3 things that would be examples of person specification Write down 3 things that would be examples of job description You have 15 minutes maximum to do this…

Methods of External Recruitment Employment Agencies Radio Internet Methods of External Recruitment Newspapers Job Centres

NEWSPAPERS/MAGAZINES Different magazines and papers have different readerships. Examples?.... The type of paper used will depend on the what the type of job vacancy – targeted approach is used. Less likely now due to declining readership as a result of Internet.

JOB CENTRES Provide a service to employers and workers as they advertise jobs. Services are free to businesses and those seeking jobs. Each centre keeps a database of those seeking work.

Recruitment using the INTERNET The internet is becoming an increasingly popular method of advertising job vacancies Relatively nexpensive method of advertising Applicants can upload CVs online and apply much quicker. Often used by recruitment agencies – eg Stafffinders Agencies may specialise in particular occupations.

RADIO Different radio stations have different audiences Different radio programmes have different audiences Mostly used to advertise local job vacancies Radio stations charge for their services

RECRUITMENT AGENCY These agencies charge for their services Hold a database of suitably qualified workers Tend to specialise in different types of worker eg office staff, hotel and catering.

External recruitment Advantages Can target specific sections of the population Wider job skills pool No need to fill another post Disadvantages Expensive Time taken can be long Successful candidates may turn down job

Answer a question Describe the recruitment process that may be used by a human resources department. (5 marks) 2009 10 minutes

Solution Identify a job vacancy, which could arise due to retirement or an employee leaving the firm. Carry out a job analysis that will detail the requirements of the job. Prepare a job description outlining the roles, duties and responsibilities of the job. Draw up a person specification outlining the skills, qualifications and experience required, both essential and desirable, by candidates. Advertise the vacancy either internally or externally. Send out application forms to candidates.

To introduce selection terminology Learning Intentions: To introduce selection terminology Success Criteria: You should be able to: Identify and describe key terminology associated with selection. BM Unit 2 - LO2

What are they looking for? Selection at Google http://www.youtube.com/watch?v=w88 7NIa_V9w What are they looking for?

First steps in selection When applications are received they should be divided into three categories: seems suitable – invite to interview possibly suitable – invite for interview if not enough in category 1 unsuitable – send polite letter of rejection. A shortlist is created.

Application forms Initial contact. Information gathered checked against the person specification to select suitable candidates for the vacancy. Usually read in conjunction with CV.

CV Curriculum vitae or life history: personal details education qualifications work experience hobbies/interests additional information.

Interviews One-to-one interview Successive interview Panel interview Now watch some good and bad interviews… Click for clip

Interview advice Be prepared – know about the organisation Be smartly dressed Be early Have a firm handshake Make eye contact Be positive Sit up! Don’t slump in your chair Drink lots of water for concentration Take your time when answering a question Structure your answers Click for clip

A ‘good’ interview An interviewer should: be open minded and unbiased be prepared welcome the interviewee control the interview supply the information close the interview follow up.

Tests Attainment tests Aptitude tests IQ tests Psychometric tests Medical tests

Assessment centres Intensive assessment held over one or two days Activities: team building role play interviews Qualities looked for: social skills, leadership qualities and personality

Answer a question Describe a selection process that an organisation could use to ensure it employs the best workers. (4 marks) 2010 8 minutes

Solution Compare application forms and CVs to the job description and person specification to identify potential interviewees. Send for references, to check that what is said in the application packs is a true reflection of the candidate. Interview the candidates to discover what skills they have and what they can bring to the job. Test the candidates by using a test that is measurable, eg psychometric, aptitude etc. On some occasions a second set of interviews may be conducted. Use assessment centres for some candidates – used for high-powered jobs.