1. Recruitment and Selection

2. Recruitment Procedures WHY do we need to recruit?... 1. Promotion – old position becomes available 2. Retirement 3. Death  4. Sack/Dismissal 5. Worker leaves for another job

3. Recruitment Procedures Businesses will have a variety of ways in which they can find applicants: 1. Internal Recruitment: this occurs when someone already working within the business is appointed e.g. a sales assistant in a shoe shop could be appointed to the position of shop manager. 2. External Recruitment: if no one already working in the business is suitable for the available position the business will have to advertise outside the business.

4. Job Description and Job Specification – STEP 1 To advertise a vacant position in the company, the business will need to produce a job description and person specification. 1. Job description: this gives the job title and explains what the person who has the job will have to do, who they will have to report to and the hours of work etc… (see example) 2. Person specification: this is sometimes known as a job specification. It will show what a person must have to apply for the job. There will usually be a list of essential and desirable qualities (see example)

5.  Job description – includes:  Job title  Who they are responsible to  And duties  Person specification – includes:  Qualifications  Experience  And qualities

6. Advertising Jobs – STEP 2 The second stage of the recruitment process will be to advertise the job. There are various places to advertise the vacancy. 1. Job centre: the business will notify the job centre of the vacancy and the sort of person they are looking for. Unemployed people and people visiting the job centre will see this advertisement. Job centres are often used for manual job vacancy.

7. Advertising Jobs 2. Private employment agency: similar to job centres, however the agency will charge the business for this service. There are often specialist agencies e.g. specialising in only nurses or only temporary jobs.

8. Advertising Jobs 3. Advertising: newspapers, television, radio, shops etc… could attract people to the vacancy. They charge the business for this service. If a business wanted a casual worker, they are likely to advertise locally. However, national newspapers and television would be good for a high skilled position. By advertising nationally the business will hope to attract more qualified people to chose from.

9. Advertising Jobs 4. Someone working for the business or someone who has seen the advert might tell another person about the vacancy. This is good at the time when there is high unemployment and there are many suitable people to chose from. The business will also save on advertising costs.

10. Application – STEP 3  For many jobs there will be formal procedure of application.  Most companies will send out job particulars to an applicant. These will include;  The job description  Details of how to apply

11. Methods of application  CV and letter of application – a brief listing of the main details about an applicant, including name, address, age, qualifications and experience.  Application form – form which a business issues to applicants to complete when applying for a job, which asks for relevant details about the applicant.

12. Selection process – STEP 4  Having received CV’s and application forms, it is now possible to start the process of selection. The stages are as follows: Long list – this is the process of weeding out the unacceptable applicants. Short list – from the remaining applicants the employer will draw up a short list of applicants who are worthy of further attention. Interview – from the short list a number of candidates are invited to interview. This is the final chance to impress and the employer is trying to decide whether the interviewee would make a good employee. Decision

13. The interview – STEP 5  Questions you could be asked;  Why do you want the job?  What qualities do you have that will help the company?  What is your future ambition?  Questions you could ask;  What opportunities are there for promotion and training?  What are the holiday arrangements?  What does the job actually involve

14.  Nowadays it is becoming more popular for companies to ask interviewees to carry out other exercises additional to the interview. They could be as such; Skills tests Aptitude tests Personality tests Role-play situations

15. Selecting the right person – STEP 6  Following interview, who do you think best fits the job/company?  An official offer is made  BUT – it may not be accepted   Can then consider other applicants! EQUAL OPPORTUNITIES must be applied to all candidates

16. Contract of Employment – STEP 7  What will this include?  Name of employer  Name of employee  Job title  Date you start work (commencement)  Hours of work  Level of pay and other benefits  Amount of notice needed if you want to leave  Details of disciplinary procedures

17. Training Why do workers need to be trained?  To know how to do their job efficiently  To motivate them – feel valued  To adapt to changing circumstances  The introduction of new technology  For the business to be competitive

18. INDUCTION TRAINING Introducing new staff to the business WHY do this type of training? What does it involve?  To make the worker feel welcome  To give them confidence with their surroundings  To provide information about the company  To show you around the business – a tour  To provide information on Health and Safety

19. ON THE JOB TRAINING Learning the job as you do it at work Often with an experienced worker “sitting next to nellie”! You get to do the tasks you are expected to perform Benefits Doing the job to develop your skills Cheaper than sending someone off site to train BUT  Could have a rubbish trainer! They can do the job, but can they “train”? The trainers time is taken up with the new worker – low productivity

20. OFF THE JOB TRAINING Learning the job away from work Done by an external training company More to do with general skills than “specific” on the job skills Benefits BUT 