2. Lesson Objectives
To understand the key stages in recruiting employees to a business.
To understand that both skills and attitude are important in the selection process.
To appreciate that employing staff is governed by laws relating to race, sex, age and disability.

3. Why Are Workers Needed?
A business may need to employ more workers because:
Staff get
promoted
Increased
Sales
Some Staff
Leave
Staff have
temporary
absence

4. Write Person Specification Send Out Application Forms
How Do Firms Get Workers?
It is more complex than you think!
There are a number of stages:
Make Job Offer
Identify Vacancy
Write Job Description
Select Best Candidate
Write Person Specification
Interview
Advertise The Job
Shortlist Candidates
Send Out Application Forms
Receive Applications

5. The Job Description This document is written by the firm
It outlines the details of the job
It should contain the:
Job Title
Purpose of the job
Place in the organisation
Specific duties of the job
Other responsibilities of the job
Location of the job
Hours of work
Working conditions
Annotate the job description in your booklets

6. Person Specification The Person Specification
This document is written by the firm but is not necessarily seen by the applicants
It outlines the type of person the firm wants
It might contain the:
Educational qualifications
Previous experience
General intelligence
Specialised skills
Interests
Personality
Physical requirements
Person
Specification
Annotate the person specification in your booklets

7. Internally (Via notice Boards and Journals)
Advertising the Job
In order to attract applicants a firm can advertise in a number of places:
Job Centres
Internally (Via notice Boards and Journals)
Local Newspapers
Internet
Advertising the Job
National Newspapers
Local Shop Window
Trade Journals

8. Selecting the Right Candidate How do Firms Select?
Once applications have been received a firm must short-list, or select the best 4 or 5
There are a number of tools that can help:
Curriculum Vitæ (CV)
Interviews
Letter of Application
Selecting the
Right Candidate
Aptitude Tests
Numeracy Tests
Visual Tests

9. What Should the Advert Say?
A good job advert will give the following information:
Job Title
Basic Salary/Wage Information
Location
Brief Description
Qualifications and Experience Required
Address and/or Contact Details
Organisations Identity and Logo

10. What Happens Next?
Hopefully a suitable candidate is selected and a job offer is made
Usually a firm will then ask for references:
A referee is someone who will write information about an applicant
What they write is confidential and must be honest!
Assuming references are acceptable the successful candidate will start work
Within 13 weeks of starting work they must receive a Contract of Employment

11. The Contract of Employment
This is a legal document
It should contain the:
Name of employer and employee
Date on which employment started
Job Title
Rate of pay, frequency of pay and payment method
Normal hours of work
Holiday entitlement & holiday pay
Conditions relating to sickness and injury
Pension arrangements
Length of notice required by both parties
Disciplinary rules and procedures
Arrangements for handling problems