1. Recruitment, Selection & Training

2. Recruitment process Workforce Planning Job Analysis Job description
Person specification
Internal v. external recruitment
Advertising media
Application forms & CVs
Shortlisting
Interviews & other assessment methods
Appointment

3. Internal recruitment - advantages
Employee’s abilities already known
Internal promotion is motivating for the workforce
Recruitment & selection process is quicker
Shorter induction period is required
Less expensive
Reduces risk of employing the wrong person, BUT
Internal promotion usually creates another vacancy further down the hierarchy

4. External recruitment - advantages
Provides a larger choice of well-qualified applicants
Brings in ‘new blood’ with new ways of thinking
Overcomes jealousies that may occur if one member of a group is promoted above colleagues
Can help a firm to improve its understanding of how other firms operate

5. Advertising media National & local newspapers
Trade or professional magazines
Job centres
Commercial employment agencies
Specialist careers centres (e.g. army)
University ‘milk rounds’
Local schools or colleges
Local radio, national television & the internet
Internal newsletters, notice boards
Word of mouth
Headhunting

6. Shortlisting
Compare applications to criteria set out in person specification
References from previous employers requested to confirm information

7. Interviews Panel interviews Aptitude & attainment tests
Psychometric or personality tests
Assessment centres

8. Appointment
Successful applicant must confirm acceptance of position, then organise employment contract
Debrief shortlisted candidates who were unsuccessful

9. Legal requirements Equal opportunities legislation: Sex discrimination
Equal pay
Race relations
Disability discrimination
Age discrimination

10. Factors affecting recruitment & selection methods
Level of job in the organisation
Size of the organisation
Resources available to fund process
Cost of any particular method
Supply of labour
Culture of organisation

11. Ineffective recruitment & selection
Increases labour turnover
Leads to increases costs in terms of further advertising, interviewing & training
Negative impact on employee motivation & productivity
Average cost of filling a vacancy per employee is £4,333, increasing to £7,750 when including associated labour turnover costs

12. Homework Case study on Recruitment & Selection Pages 238-239 Tesco
Deadline: Monday 23 February