1. 28 October 2015© easilyinteractive.com 2006-101 The recruitment process Job advertisement Re-advertise? Check references Selection CV or application form Interview (& test) Person specification Job description Job analysis Employment Contract Many of the tasks on this presentation refer to ‘Climate Clothing’ – an independent fashion retail business situated in a local town

2. 28 October 2015© easilyinteractive.com 2006-102 The recruitment process task  Sorting exercise for interactive whiteboards * This sorting exercise is available as either an ActivStudio2 or SMART Board flipchart. There is also a definitions sheet to help students. An answer grid can also be filled in on the sheet.

3. 28 October 2015© easilyinteractive.com 2006-103 The need for effective recruitment  To make sure that the best person is chosen for a job, the HRM department must be clear about:  what the job entails  what qualifications are required to do the job  what rewards are needed to retain and motivate the worker *

4. 28 October 2015© easilyinteractive.com 2006-104 Recruitment  Internal: The business appoints a current employee to a vacancy  External: When an employee is appointed from outside the organisation *

5. 28 October 2015© easilyinteractive.com 2006-105 Job advertisement  The full recruitment process Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract  *

6. 28 October 2015© easilyinteractive.com 2006-106 The full recruitment process Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract  *

7. 28 October 2015© easilyinteractive.com 2006-107 1. Job analysis  The job is broken down into its component parts in order to identify exactly what the holder is required to do  Enables the business to identify the role and the ideal recruit *

8. 28 October 2015© easilyinteractive.com 2006-108 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

9. 28 October 2015© easilyinteractive.com 2006-109 2. Job description  Once a business has analysed what a job entails, it is important to draw up a description of the job: General information Job title Department Job summary Job content information Tasks involved and purpose Other duties Responsibility (to who and for whom) Working conditions Hours, holidays etc. Performance measurement Criteria for measuring performance * Climate Clothing job description gap fill task

10. 28 October 2015© easilyinteractive.com 2006-1010 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

11. 28 October 2015© easilyinteractive.com 2006-1011 3. Person specification  Person specification: A profile of the type of person needed to do the job  Drawn up from the job analysis and job description  Forms the basis for the selection of the most suitable person to fill the job  Typical elements:  Experience and qualifications  General intelligence (IQ)  Specialised skills – e.g. familiar with ICT  Interests  Personality  Personal circumstances *

12. 28 October 2015© easilyinteractive.com 2006-1012 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

13. 28 October 2015© easilyinteractive.com 2006-1013 4. Finding potential applicants  Jobcentres: Provided by the government  Usually free for businesses to advertise  Employment agencies: Often specialise in a particular field  Charge for their services  Head-hunters: Used to recruit executives – Enticed away from other businesses (golden hello)  Advertising:  Usually in the local, national or technical press  Word of mouth: The most common way in which people find out about jobs *

14. 28 October 2015© easilyinteractive.com 2006-1014 Job adverts task  We are going to start the recruitment process for a new sales assistant at Climate Clothing - an independent fashion retail business situated in a local town  We have recently conducted a job analysis of the role and this has enabled us to write a job description and a person specification  Task  Design a display advert for the vacancy that exists at Climate Clothing  The advert will appear in the job pages of the local newspaper next Wednesday  You have a budget of £120 which will buy a 55mm x 70mm space, but you can design the advert at 110mm x 140mm  Use both the job description and the person specification to ensure that the advert is informative, factually correct and relevant!  Think carefully about what information a good job advert must include  What factors will help to ensure a good response from suitable applicants? * Many of the tasks on this presentation refer to ‘Climate Clothing’ – an independent fashion retail business situated in a local town. Allow the students to conjure up their own ideas as to exactly what this business is like

15. 28 October 2015© easilyinteractive.com 2006-1015 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

16. 28 October 2015© easilyinteractive.com 2006-1016 5. Application forms, the Curriculum Vitae (CV) and accompanying letter  Used as the basis for the interview  Curriculum Vitae: A brief account of a candidate’s education, qualifications, experience and interests  Advantages of CVs:  Can highlight things the applicant wishes to emphasise  Can be printed many times and sent to numerous potential employers  Application forms: Standardise the replies from applicants, making it easier to short-list applicants *

17. 28 October 2015© easilyinteractive.com 2006-1017 5. Application forms, the Curriculum Vitae (CV) and accompanying letter  CV: Produced by the applicants, usually following a standard pattern: Personal detailsName, address, date of birth, etc. Education and qualifications Schools, GCSEs, A-Levels etc. Work experienceHoliday jobs etc. Other qualifications and achievements Driving licence, lifeguard award, DofE etc. SectionContents InterestsSports, hobbies etc. *

18. 28 October 2015© easilyinteractive.com 2006-1018 CVs task  Read the article from the BBC  List your top 5 tips for CV writing  Compare your list with a neighbour  Do you agree?  Decide on a combined top 5 tips *

19. 28 October 2015© easilyinteractive.com 2006-1019 5. Application forms, the Curriculum Vitae (CV) and accompanying letter  Accompanying letter: The applicant explains why she wants the job and is particularly suited to the job  The applicant’s chance to show that they are literate!  It is vital that the letter and CV/application form are well-presented with NO spelling misakes *  It is vital that the letter and CV/application form are well-presented with NO spelling mistakes

20. 28 October 2015© easilyinteractive.com 2006-1020 Job applications task  Fill in the Climate Clothing application form applying for a job as a shop assistant for the summer holidays  Include the GCSEs you will be taking as well as the grades you expect to get  Write an accompanying letter to send along with the application. This is your opportunity to ‘sell yourself’  Don’t forget to show an interest in clothing! *

21. 28 October 2015© easilyinteractive.com 2006-1021 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

22. 28 October 2015© easilyinteractive.com 2006-1022 Selecting for interview task  Five candidates have applied for the job but time constraints make it possible to only interview two of them  Use an objective selection procedure to select your interviewees  Write 2 interview questions that are specific to each candidate  Write 4 open questions that you could use in an interview to find out if the candidate has a suitable personality for the job *  An open question is one in which the interviewee has the opportunity to express him/herself. Open questions often start with ‘why’ or ‘how’  Closed questions have a limited set of responses (often yes/no and might typically start with the word ‘what’, ‘where’ or ‘who’  Consider the difference between these two questions:  Where did you go to school?  How did you gain from your experiences in school?

23. 28 October 2015© easilyinteractive.com 2006-1023 6. Interviews  Having received CVs and accompanying letters, the company is in a position to begin the selection process. A short-list of applicants will be selected for interview  An interview is a two-way process:  The interviewer wants to find out whether the applicant would be suitable  The interviewee is trying to decide whether the job and the business is right for him  Criticism: Interviewers often make up their minds within a couple of minutes – sometimes even when the candidate enters the room! *

24. 28 October 2015© easilyinteractive.com 2006-1024 Testing  Businesses sometimes use aptitude or psychometric tests (tests of mental ability) to try to assess a candidate’s suitability * A free online psychometric test can be found at peoplemaps.com. Click on the link under ‘Job Seekers’. Note that at the end of the test you need to register and provide an email address (false???) in order to get to the screen showing the report.

25. 28 October 2015© easilyinteractive.com 2006-1025

26. 28 October 2015© easilyinteractive.com 2006-1026 Testing task - psychometric test  Complete a psychometric test for yourself  Compare your profile and those of candidates A-E with Climate Clothing’s ideal profile  Discuss the usefulness of the test  Does it change your opinion about the candidates? *

27. 28 October 2015© easilyinteractive.com 2006-1027

28. 28 October 2015© easilyinteractive.com 2006-1028 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

29. 28 October 2015© easilyinteractive.com 2006-1029 7. Selection  The best candidate is appointed  The decision makers must be careful to avoid bias  e.g. for a popular but weak internal candidate over an excellent external one *

30. 28 October 2015© easilyinteractive.com 2006-1030 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

31. 28 October 2015© easilyinteractive.com 2006-1031 7. Check references  The employer shouldn’t fail to send off for a reference typically from:  a past employer  a personal acquaintance  a former teacher  These references can be insightful – often for what they don’t say  e.g. about reliability – getting homework in on time!!! *

32. 28 October 2015© easilyinteractive.com 2006-1032 Check references task  Write a reference for yourself as if it was from a teacher (who you got on well with!) at your school  Remember to format it as a letter * Toyton School School Lane Toyton TN1 5TY Mrs R Jones Climate Clothing 102 New Street Toyton TN12 4RT 12 March 2007 Dear Miss Jones, … Yours sincerely J Bloggs (Head of Business Studies)

33. 28 October 2015© easilyinteractive.com 2006-1033 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

34. 28 October 2015© easilyinteractive.com 2006-1034 9. Contract of employment  A written document detailing an employee’s terms and conditions of employment  Must be given to the employee within 13 weeks of starting at the firm *

35. 28 October 2015© easilyinteractive.com 2006-1035 Contract of employment content  Parties to the contract  Date of commencement  Place of work  Salary  Hours of work  Overtime  Holiday entitlement  Sick pay  Grievance and disciplinary procedures  Notice periods  Employee discounts  The following headings are used by a major High Street retailer in their sales assistants’ employment contracts *

36. 28 October 2015© easilyinteractive.com 2006-1036 Contract of employment task – Climate Clothing  Draw up an employment contract for the new recruit using the headings below  Don’t worry too much about trying to write clever English – keep it straightforward *  Parties to the contract  Date of commencement  Place of work  Salary  Hours of work  Overtime  Holiday entitlement  Sick pay  Grievance and disciplinary procedures  Notice periods  Employee discounts

37. 28 October 2015© easilyinteractive.com 2006-1037 Training