1. GCSE Business Studies Unit 2 Developing a Business
Recruitment

2. 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
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3. 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?
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4. 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
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5. 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
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6. 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?
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7. 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
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8. 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
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9. 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
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10. 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
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11. 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?
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12. Internal Methods of Recruitment
Notice boards
Company newsletters
Intranet
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13. Advantages of Internal Recruitment
Employee’s abilities are known already
Motivational
Quicker
Shorter induction
Less expensive
Reduces risk of employing wrong person
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14. 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
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15. External Methods of Recruitment
Media
Internet
Job centres
Private recruitment agencies
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16. 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.
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17. 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.
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18. 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.
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19. 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.
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20. 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
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21. 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
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22. 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)
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23. 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)
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24. 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)
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25. Role of Social Media in Recruitment
Key issues:
the accuracy of information
accessibility to all applicants
issues of privacy
the relative costs and benefits
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26. 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
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27. 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
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28. 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
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29. 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
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30. Legal Controls on Recruitment
Race
Religion
Disability
Gender
Marital status
Sexual orientation
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31. 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.
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32. 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
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33. 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
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34. Legal Controls on Recruitment Gender
It is unlawful to discriminate against applicants because of their gender, this includes:
male
female
pregnant women
gender perception
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35. Legal Controls on Recruitment Marital Status
It is unlawful to discriminate against an applicant because of their marital status, includes:
single
married
divorced
widowed
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36. 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)
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37. 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
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38. 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
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39. 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
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40. 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
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41. 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