1. RECRUITMENT AND SELECTION

2. Success Criteria: Learning Intentions:
To introduce recruitment terminology
Success Criteria:
You should be able to:
Identify key terminology and describe the main steps in the recruitment process.
Eg Job analysis, Job description, person specification, internal and external advertising, internal and external recruitment.
BM Unit 2 - LO2

3. This is a bit random…. But hopefully interesting.
Two clips to watch and be prepared to answer questions on… listen out for what they look for in their employees
2 - What skills and qualities are required for a person doing this job?
This is a bit random…. But hopefully interesting.

4. Task Location – anywhere! Core Skill – HR/Training Click Search
Go to
Search for a - Human Resource Manager
Write down the job title
Write down at least 4 things they have responsibility for
Location – anywhere!
Core Skill – HR/Training
Click Search

5. Steps in recruitment Is there a vacancy in the organisation?
What does the job involve?
Where are we going to attract our applicants from?
Process of selection.

6. Identify job vacancy Could occur due to:
an employee leaving the organisation
retirement
an employee being
promoted
a new post being created.
Someone may be sacked

7. Conduct job analysis This identifies: tasks to be performed
skills needed (both physical and mental)
duties and responsibilities (and accountability)
environment job takes place in (including any hazards).
Gives an idea if a position is needed.

8. Prepare job description
This states:
job title
location
tasks
duties and responsibilities
hours
holiday entitlements
qualifications required by applicant.

9. Prepare person specification
A description of the type of person suitable for post. This includes:
qualifications
skills
experience
personal qualities
hobbies and interests.

10. Advertising post internally and externally
Newsletters
Notice board
External
Newspaper adverts
Internet
Job centre
Recruitment agency
Schools/colleges/ universities

11. Internal recruitment Advantages
Applicant and ability familiar to organisation
Organisation may have invested in person through training
Individual aware of culture (no need for induction training)
Disadvantages
Limited skills pool
Own job needs to be filled
Resentment from overlooked staff

12. Task Go to http://www.s1jobs.com
Search for one job in these categories:
‘Marketing/PR’ and ‘Any’
‘Production/Operation’ and ‘Quality Control’
Write down the 3 things that would be examples of person specification
Write down 3 things that would be examples of job description
You have 15 minutes maximum to do this…

13. Methods of External Recruitment
Employment Agencies
Radio
Internet
Methods of External Recruitment
Newspapers
Job Centres

14. NEWSPAPERS/MAGAZINES
Different magazines and papers have different readerships.
Examples?....
The type of paper used will depend on the what the type of job vacancy – targeted approach is used.
Less likely now due to declining readership as a result of Internet.

15. JOB CENTRES
Provide a service to employers and workers as they advertise jobs.
Services are free to businesses and those seeking jobs.
Each centre keeps a database of those seeking work.

16. Recruitment using the INTERNET
The internet is becoming an increasingly popular method of advertising job vacancies
Relatively nexpensive method of advertising
Applicants can upload CVs online and apply much quicker.
Often used by recruitment agencies – eg Stafffinders
Agencies may specialise in particular occupations.

17. RADIO Different radio stations have different audiences
Different radio programmes have different audiences
Mostly used to advertise local job vacancies
Radio stations charge for their services

18. RECRUITMENT AGENCY These agencies charge for their services
Hold a database of suitably qualified workers
Tend to specialise in different types of worker eg office staff, hotel and catering.

19. External recruitment Advantages
Can target specific sections of the population
Wider job skills pool
No need to fill another post
Disadvantages
Expensive
Time taken can be long
Successful candidates may turn down job

20. Answer a question
Describe the recruitment process that may be used by a human resources department.
(5 marks) 2009
10 minutes

21. Solution
Identify a job vacancy, which could arise due to retirement or an employee leaving the firm.
Carry out a job analysis that will detail the requirements of the job.
Prepare a job description outlining the roles, duties and responsibilities of the job.
Draw up a person specification outlining the skills, qualifications and experience required, both essential and desirable, by candidates.
Advertise the vacancy either internally or externally.
Send out application forms to candidates.

22. To introduce selection terminology
Learning Intentions:
To introduce selection terminology
Success Criteria:
You should be able to:
Identify and describe key terminology associated with selection.
BM Unit 2 - LO2

23. What are they looking for?
Selection at Google
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What are they looking for?

24. First steps in selection
When applications are received they
should be divided into three categories:
seems suitable – invite to interview
possibly suitable – invite for interview if not enough in category 1
unsuitable – send polite letter of rejection.
A shortlist is created.

25. Application forms Initial contact.
Information gathered checked against the person specification to select suitable candidates for the vacancy.
Usually read in conjunction with CV.

26. CV Curriculum vitae or life history: personal details education
qualifications
work experience
hobbies/interests
additional information.

27. Interviews One-to-one interview Successive interview Panel interview
Now watch some good and bad interviews…
Click for clip

28. Interview advice Be prepared – know about the organisation
Be smartly dressed
Be early
Have a firm handshake
Make eye contact
Be positive
Sit up! Don’t slump in your chair
Drink lots of water for concentration
Take your time when answering a question
Structure your answers
Click for clip

29. A ‘good’ interview An interviewer should: be open minded and unbiased
be prepared
welcome the interviewee
control the interview
supply the information
close the interview
follow up.

30. Tests Attainment tests Aptitude tests IQ tests Psychometric tests
Medical tests

31. Assessment centres Intensive assessment held over one or two days
Activities:
team building
role play
interviews
Qualities looked for:
social skills, leadership qualities and personality

32. Answer a question
Describe a selection process that an organisation could use to ensure it employs the best workers.
(4 marks) 2010
8 minutes

33. Solution
Compare application forms and CVs to the job description and person specification to identify potential interviewees.
Send for references, to check that what is said in the application packs is a true reflection of the candidate.
Interview the candidates to discover what skills they have and what they can bring to the job.
Test the candidates by using a test that is measurable, eg psychometric, aptitude etc.
On some occasions a second set of interviews may be conducted.
Use assessment centres for some candidates – used for high-powered jobs.