1. 2.6 Recruitment, Selection and Training
People in Business Developing an Effective Workforce: Recruitment, Selection and Training
“The employer generally gets the employees he deserves”
Walter Gilbey
“ Quality control starts and ends with training”
Kauru Ishikawa
“The secret of joy in work is contained in one word – excellence. To know how to do something well is to enjoy it.”
Pearl Buck
2.6 Recruitment, Selection and Training

2. 2.6 Recruitment, Selection and Training
Developing an Effective Workforce: Recruitment, Selection and Training In this topic you will learn about:
The recruitment process
Internal and external recruitment
Selecting the best employees
How recruitment and selection can improve a workforce
Methods of training
2.6 Recruitment, Selection and Training

3. The Recruitment Process
Identifying the vacancy
Job description – tasks and responsibilities of the job
Person (Job) specification – characteristics of the person required to do the job e.g. qualifications and experience
Advertising the vacancy
Receiving applications
Short listing and References
Assessing candidates
Offering the position
How Alan Sugar interviews
How ‘really’ to recruit and interview
You will need access to the internet to view these video clips
2.6 Recruitment, Selection and Training

4. 2.6 Recruitment, Selection and Training
Internal Recruitment
Internal recruitment occurs when candidates for a position are recruited from within the organisation
Benefits include:
Lower recruitment costs
Improved promotion _prospects
Known abilities of _candidates
Quicker process
Shorter induction period
Disadvantages include:
Reduces talent available
Limits the number of applicants
Can cause friction between _internal candidates
2.6 Recruitment, Selection and Training

5. 2.6 Recruitment, Selection and Training
External Recruitment
External recruitment occurs when candidates for a position are recruited from outside of the organisation
Benefits include:
Increases the talent _ _ _available
Increases the number of _applicants
Can provide new sources _of ideas to the company
Disadvantages include:
Higher recruitment costs
May upset internal candidates _that have been overlooked
Not able to see candidates at _ _work over a period of time
2.6 Recruitment, Selection and Training

6. Selecting the best Employees
Methods of selection include:
Interviews – see Seven Point Plan
Assessment centres:
Multiple tasks, exercises and meetings held over a period of time (often 2 days) where candidates are measured against a set of competencies
Tests might include:
Psychometric testing involves a mixture of the following:
Aptitude – measures the ability to develop skills and acquire knowledge
Attainment – measuring levels of understanding e.g. maths
Personality – measuring aspects of a candidates behaviour
2.6 Recruitment, Selection and Training

7. Selecting the best Employees
Interviews – Alec Rodger’s Seven Point Plan
The Seven Point Plan is a way of carrying out recruitment interviews:
Physical make-up – health, appearance, speech
Attainments – education, training, experience
Intelligence – ability to learn, analyse and evaluate situations
Aptitudes – special skills e.g. maths, IT
Interests – social, active, intellectual
Disposition – humour, maturity, independence
Circumstances – geographical mobility and availability
Rodger’s distinguished between ‘essential’ and ‘desirable’. For a taxi driver it is essential that they hold a driving licence but only desirable that they have passed an advanced driving course
2.6 Recruitment, Selection and Training

8. How Recruitment and Selection can Improve a Workforce
Activity For example, why might it be better to promote a sub-editor at a newspaper into an editor?
In small groups look at the methods of recruitment and selection
covered here. For both recruitment and selection come up with
five different points as to why these methods might improve
the workforce for a firm in an industry of your choice
e.g. journalism.
2.6 Recruitment, Selection and Training

9. 2.6 Recruitment, Selection and Training
Methods of training
On-the–job training – where an employee learns in the workplace how to do a job
Advantages include:
Familiar environment, equipment _and people
Confidence through doing
Easier to assess improvements
Cost effective with training _normally delivered by people _from within the firm at no extra _cost
Disadvantages include:
Instruction might not be to a _good enough standard
Bad habits may be passed on
Often, lack of time means sub- _standard training
External trainers might not be _familiar with the equipment
2.6 Recruitment, Selection and Training

10. 2.6 Recruitment, Selection and Training
Methods of training
Off-the–job training – any form of education that takes place outside of the workplace
Advantages include:
Specialist trainers can provide _higher level of knowledge
Can often lead to qualifications _and motivate workers
Can be a cheaper way of _acquiring information and skills, _the trained employee can _feedback to work colleagues
Disadvantages include:
Instruction might not be _specific to the requirements of _the individual firm
Can be expensive
If done during work time can _lead to a loss of productivity
2.6 Recruitment, Selection and Training

11. 2.6 Recruitment, Selection and Training
Methods of training
Induction training – introductory training for employees new to an organisation
Advantages include:
Provides staff with information _that helps them to settle in
Helps staff to understand the _formal and informal culture _within an organisation
Staff will have a greater _understanding of their role
Familiarisation with Health and _Safety and legal requirements
Disadvantages include:
Cost – whilst training _employees are not producing
Information overload
Often, less personal than _training from immediate _colleagues or supervisors
Watch this video looking at recruitment and training at different types of company:
You will need access to the internet to watch this videoclip
2.6 Recruitment, Selection and Training

12. Activity – Job description and person specification
Look at the following web site for Hays Specialist Recruitment
In small groups use the guidelines set out by Hays and in Rodger’s Seven Point Plan to draw up a job description and person specification for a job of your choice e.g. a financial consultant, a graphic designer or a sports coach. Provide a copy of the job description and specification to one other group.
Each group should now interview one member from the other group in front of the rest of the class bearing in mind the requirements listed on the job description and specification.
Discuss how each group tailored their interview questions to match the job description and specification.
2.6 Recruitment, Selection and Training