RECRUITMENT

THE RECRUITMENT PROCESS identify the vacancy draw up the job description draw up the person specification advertising the vacancy short listing the vacancy interview the candidates select the best candidate

identify the vacancy why do vacancies occur? People retire Move jobs or to a new company Demand for the firm’s products/services increases New technology introduced/new way of working introduced

the job description Once you’ve identified the job vacancy a job description is drawn up a detailed description of what the job involves a detailed description of what the job involves Includes the job title, tasks to be completed, responsibilities, working conditions e.g. holidays, place in organisational structure

the person specification Describes the ideal person for the job Sets out the qualifications and skills required for the job Experience and any other qualities are also listed

advertising the vacancy Often jobs are advertised informally by word of mouth Job adverts will also be placed on company notice board, in local newspapers and trade journals name of business, job title, duties, qualifications, salary will all be listed name of business, job title, duties, qualifications, salary will all be listed

short listing the vacancy Employer draws up a short list of candidates for the job (normally about 5 people) Based on their match with the person specification and the job description

interview the candidates The most common way for selecting candidates Face-to-face but rarely one-to-one, often panels of up to 12 people are used! Common sets of questions are asked to candidates Other methods include psychometric tests, aptitude tests etc

select the best candidate This is crucial if the business is to function effectively Productivity will be higher and the business more profitable If the wrong person is recruited the cost can be great both in profits lost and the cost of recruiting replacements