Presentation on theme: "RECRUITMENT AND SELECTION OF STAFF"— Presentation transcript:
1 RECRUITMENT AND SELECTION OF STAFF MANAGEMENT OF PEOPLERECRUITMENT AND SELECTION OF STAFF
2 LEARNING INTENTIONS/SUCCESS CRITERIA I understand the processesthat HRM use to employnew staff for anorganisation.SUCCESS CRITERIA:I can explain the process of RECRUITMENT and describe the purpose of a JOB DESCRIPTION, PERSON SPECIFICATION, VACANCY ADVERTISING and APPLICATION FORMS/CVs.I can explain the process of SELECTION and describe the purpose of SHORT LEETING, INTERVIEWING, TESTING and REFERENCES.
3 RECRUITMENT The RECRUITMENT part of HRM’s work involves trying to ENCOURAGE SUITABLEPEOPLE to APPLY FOR any VACANCIES(jobs that they need workers for) that thebusiness has.
4 RECRUITMENT PROCESS The steps in the recruitment process are to: Identify the job vacancyCarry out a job analysisPrepare a Job DescriptionPrepare a Person SpecificationAdvertise the jobSent out application forms
5 HOW DO JOB VACANCIES ARISE? Can you think of reasons for a job vacancyarising?Some are:An employee has left, retired or been promotedThe business is expandingA busy time for the business is approaching eg ChristmasA current member of staff is going to be absent eg due to a long-term illness
6 JOB ANALYSIS Job analysis involves finding out everything about what a job involves by identifying the following:Tasks to be completed in the jobResponsibilities of the jobTechnology that is used in the jobKnowledge needed to carry out the jobSkills needed to carry out the jobLevel of initiative needed from staff
7 JOB DESCRIPTIONThis document is prepared using the information gathered during thejob analysis. As the document name suggests, the information in thisdocument is all about THE JOB, forexample:JOB TITLE and DEPARTMENTPOSITION IN BUSINESSPURPOSE OF THE JOBDUTIES OF THE JOB (ie work to be done)WORKING CONDITIONS (ie hours, holidays, etc)TARGETS TO BE METThe Job Description is usually sent out to candidates applying for thejob vacancy so that they can judge if they are suited to the job.
8 PERSON SPECIFICATIONThis document is also prepared using information from the job analysis.As the name suggests, this document is all about the MOSTSUITABLE PERSON for the job in terms of:SKILLS eg communication skills, IT skills, leadership skillsQUALIFICATIONS eg Nat 4/5’s, Highers, HND, DegreePREVIOUS EXPERIENCE eg 2 years experience in a similar rolePERSONAL CHARACTERISTICS eg able to work on own initiative, customer service focus, attention to detailThese will be classified as ESSENTIAL or DESIRABLE and will beused as an internal checklist to determine which applicants are mostsuited to a job.
9 ADVERTISE THE JOBCandidates cannot apply for a job unless they know itexists and this is where advertising comes in. Theinformation for the advert will be taken from the JobDescription and Person Specification.A job vacancy can be advertised:INTERNALLY eg by or a poster on a staff noticeboard (this results in existing staff being promoted which will create another vacancy)EXTERNALLY eg in a local or national newspaper, on the business website, via a social networking site, via a recruitment agency or at a Job Centre (this results in a new member of staff being found)
10 RECEIVE APPLICATIONS Applications can be received in 2 ways: By a candidate completing an APPLICATION FORM (either on paper or on-line)By a candidate sending a copy of their CV (Curriculum Vitae)Businesses may prefer the Application Form as allcandidates answer the same questions in thesame order, which makes it easier for them tocompare each candidate’s application.
11 INFORMATION ON APPLICATION FORM/CV Information collected by either method should containdetails of each applicant’s:Personal details eg name and contact detailsQualifications and skillsPrevious work experienceReasons why they want the job/feel suited to the jobSpecific questions relating to the jobA personal statementReferee’s contact details
13 SELECTION The SELECTION part of HRM’s work involves trying to decide who is the bestperson (from those who have beenrecruited) to fill a VACANCY.
14 SELECTION PROCESSIdentify the best candidates from those that have appliedDraw up a short leetInterview the candidates on the short leetCarry out testing of the candidatesCheck the candidates referencesSelect the best person for the job
15 IDENTIFYING THE BEST CANDIDATES The APPLICATIONS for the job vacancy have to beANALYSED by checking whether or not they match therequirements detailed in the PERSON SPECIFICATION.Those who MATCH most CLOSELY will be CONSIDEREDfor INTERVIEW.Those who DO NOT MATCH the requirements will be senta LETTER informing them that they have beenUNSUCCESSFUL in their application.
16 DRAWING UP A SHORT LEET A short leet, or short list, is the list of applicants who have MET theREQUIREMENTS of the PERSONSPECIFICATION MOST CLOSELY.They are the people who will be sent aLETTER inviting them FOR INTERVIEW.
17 INTERVIEWING CANDIDATES An interview is a TWO WAY discussion between anorganisation and a job applicant. Interviews may beconducted in a series of rounds and can be ONE-TO-ONE (one interviewer) or PANEL based(several interviewers).The purpose of the interview is for the business and the jobapplicant to FIND OUT MORE INFORMATION about eachother by discussing specific questions. The interviewshould ASSESS in more detail if an APPLICANT is reallySUITED TO THE POST (in terms of experience andpersonality).
18 ADVANTAGES OF THE INTERVIEW PROCESS The advantages of an interview are:Can check the validity of the applicant’s Application Form/CV detailsCan see the personality and appearance of the applicantAllows the applicant to askquestions too
19 DISADVANTAES OF THE INTERVIEW PROCESS The disadvantages of an interview are:They are very time consuming to carry outSome people do not perform well in interviews, but might be still the most suited to the jobThey are subject to interviewer bias
20 TASK In pairs, create a list of questions that you think could be asked at the interview for the 2 jobvacancies we looked at in Worksheet 38.Make a note of the answers you will be looking for.GROUP 1 – questions for Apple Retail GeniusGROUP 2 – questions for Boots TraineeDispensing Assistant
21 TESTING APPLICANTS Testing may be carried out to back up or get more information about a job applicant. Examples oftests that may be carried out are:PRACTICAL TESTING (to assess a skill, eg driving ability)PSYCHOLOGICAL TESTING (to assess personality, eg leadership ability)MEDICAL TESTING (to assess the health and fitness of an applicant)ROLE PLAY SITUATIONS (to assess how an applicant may react in difficult situations)PRESENTATIONS – to assess ideas a person may have for the job role or to assess their presentation skills
22 CHECKING REFERENCES These take the form of a REPORT (VERBAL OR WRITTEN) from a PREVIOUS EMPLOYER ORSCHOOL/COLLEGE about the RELIABILITY OF ANAPPLICANT.They should include questions about the applicants’ abilityto carry out the job, comments on SKILLS, PERSONALQUALITIES and their ATTENDANCE record.They can be taken out before or after the interviewand testing stages of the selection process.
23 SELECTING THE BEST APPLICANT The final stage of the selection process is to CONSIDERALL THE EVIDENCE gained from APPLICATIONS,INTERVIEWING, TESTING and taking out REFERENCESto select the BEST CANDIDATE for the job. A LETTERwill be sent to this candidate OFFERING them the JOB.After the successful candidate has accepted the offer of thejob, LETTERS will be sent to all OTHER APPLICANTS onthe short leet, informing them that their APPLICATIONShave been UNSUCCESSFUL.
24 TASK GROUP 1 – using the questions you made up in the previous task and the Person Specification details, actas a panel about to interview applicants for the post ofApple Retail Genius. Applicants are the people in Group 2.Select the best applicant for the job.GROUP 2 – using the questions you made up in theprevious task and the Person Specification details, act as apanel about to interview for the post of Boots TraineeDispensing Assistant. Applicants are the people inGroup 1. Select the best applicant for the job.
25 WORKSHEETComplete Worksheet 39 in your jotters.