1. 6 October 2015© easilyinteractive.com 2006-101 The recruitment process Job advertisement Re-advertise? Check references Selection CV or application form Interview (& test) Person specification Job description Job analysis Employment Contract Many of the tasks on this presentation refer to ‘Climate Clothing’ – an independent fashion retail business situated in a local town

2. 6 October 2015© easilyinteractive.com 2006-102 The need for effective recruitment  To make sure that the best person is chosen for a job, the HRM department must be clear about:  what the job entails  what qualifications are required to do the job  what rewards are needed to retain and motivate the worker *

3. 6 October 2015© easilyinteractive.com 2006-103 Recruitment  Internal: The business appoints a current employee to a vacancy  External: When an employee is appointed from outside the organisation *

4. 6 October 2015© easilyinteractive.com 2006-104 Job advertisement  The full recruitment process Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract  *

5. 6 October 2015© easilyinteractive.com 2006-105 The full recruitment process Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract  *

6. 6 October 2015© easilyinteractive.com 2006-106 1. Job analysis  The job is broken down into its component parts in order to identify exactly what the holder is required to do  Enables the business to identify the role and the ideal recruit *

7. 6 October 2015© easilyinteractive.com 2006-107 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

8. 6 October 2015© easilyinteractive.com 2006-108 2. Job description  Once a business has analysed what a job entails, it is important to draw up a description of the job: General information Job title Department Job summary Job content information Tasks involved and purpose Other duties Responsibility (to who and for whom) Working conditions Hours, holidays etc. Performance measurement Criteria for measuring performance * Climate Clothing job description gap fill task

9. 6 October 2015© easilyinteractive.com 2006-109 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

10. 6 October 2015© easilyinteractive.com 2006-1010 3. Person specification  Person specification: A profile of the type of person needed to do the job  Drawn up from the job analysis and job description  Forms the basis for the selection of the most suitable person to fill the job  Typical elements:  Experience and qualifications  General intelligence (IQ)  Specialised skills – e.g. familiar with ICT  Interests  Personality  Personal circumstances *

11. 6 October 2015© easilyinteractive.com 2006-1011 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

12. 6 October 2015© easilyinteractive.com 2006-1012 4. Finding potential applicants  Jobcentres: Provided by the government  Usually free for businesses to advertise  Employment agencies: Often specialise in a particular field  Charge for their services  Head-hunters: Used to recruit executives – Enticed away from other businesses (golden hello)  Advertising:  Usually in the local, national or technical press  Word of mouth: The most common way in which people find out about jobs *

13. 6 October 2015© easilyinteractive.com 2006-1013 Job adverts task * Many of the tasks on this presentation refer to ‘Climate Clothing’ – an independent fashion retail business situated in a local town. Allow the students to conjure up their own ideas as to exactly what this business is like

14. 6 October 2015© easilyinteractive.com 2006-1014 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

15. 6 October 2015© easilyinteractive.com 2006-1015 5. Application forms, the Curriculum Vitae (CV) and accompanying letter  Used as the basis for the interview  Curriculum Vitae: A brief account of a candidate’s education, qualifications, experience and interests  Advantages of CVs:  Can highlight things the applicant wishes to emphasise  Can be printed many times and sent to numerous potential employers  Application forms: Standardise the replies from applicants, making it easier to short-list applicants *

16. 6 October 2015© easilyinteractive.com 2006-1016 5. Application forms, the Curriculum Vitae (CV) and accompanying letter  CV: Produced by the applicants, usually following a standard pattern: Personal detailsName, address, date of birth, etc. Education and qualifications Schools, GCSEs, A-Levels etc. Work experienceHoliday jobs etc. Other qualifications and achievements Driving licence, lifeguard award, DofE etc. SectionContents InterestsSports, hobbies etc. *

17. 6 October 2015© easilyinteractive.com 2006-1017 5. Application forms, the Curriculum Vitae (CV) and accompanying letter  Accompanying letter: The applicant explains why she wants the job and is particularly suited to the job  The applicant’s chance to show that they are literate!  It is vital that the letter and CV/application form are well-presented with NO spelling misakes *  It is vital that the letter and CV/application form are well-presented with NO spelling mistakes

18. 6 October 2015© easilyinteractive.com 2006-1018 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

19. 6 October 2015© easilyinteractive.com 2006-1019 Selecting for interview task  Five candidates have applied for the job but time constraints make it possible to only interview two of them  An objective selection procedure should be used to select your interviewees *  An open question is one in which the interviewee has the opportunity to express him/herself. Open questions often start with ‘why’ or ‘how’  Closed questions have a limited set of responses (often yes/no and might typically start with the word ‘what’, ‘where’ or ‘who’  Consider the difference between these two questions:  Where did you go to school?  How did you gain from your experiences in school?

20. 6 October 2015© easilyinteractive.com 2006-1020 6. Interviews  Having received CVs and accompanying letters, the company is in a position to begin the selection process. A short-list of applicants will be selected for interview  An interview is a two-way process:  The interviewer wants to find out whether the applicant would be suitable  The interviewee is trying to decide whether the job and the business is right for him  Criticism: Interviewers often make up their minds within a couple of minutes – sometimes even when the candidate enters the room! *

21. 6 October 2015© easilyinteractive.com 2006-1021 Testing  Businesses sometimes use aptitude or psychometric tests (tests of mental ability) to try to assess a candidate’s suitability * A free online psychometric test can be found at peoplemaps.com. Click on the link under ‘Job Seekers’. Note that at the end of the test you need to register and provide an email address (false???) in order to get to the screen showing the report.

22. 6 October 2015© easilyinteractive.com 2006-1022

23. 6 October 2015© easilyinteractive.com 2006-1023 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

24. 6 October 2015© easilyinteractive.com 2006-1024 7. Selection  The best candidate is appointed  The decision makers must be careful to avoid bias  e.g. for a popular but weak internal candidate over an excellent external one *

25. 6 October 2015© easilyinteractive.com 2006-1025 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

26. 6 October 2015© easilyinteractive.com 2006-1026 7. Check references  The employer shouldn’t fail to send off for a reference typically from:  a past employer  a personal acquaintance  a former teacher  These references can be insightful – often for what they don’t say  e.g. about reliability – getting homework in on time!!! *

27. 6 October 2015© easilyinteractive.com 2006-1027 The full recruitment process * Job advertisement  Re-advertise? Check references  Selection  CV or application form  Interview (& test)  Person specification  Job description  Job analysis  Employment Contract 

28. 6 October 2015© easilyinteractive.com 2006-1028 9. Contract of employment  A written document detailing an employee’s terms and conditions of employment *

29. 6 October 2015© easilyinteractive.com 2006-1029 Contract of employment content  Parties to the contract  Date of commencement  Place of work  Salary  Hours of work  Overtime  Holiday entitlement  Sick pay  Grievance and disciplinary procedures  Notice periods  Employee discounts  The following headings are used by a major retailer in their sales assistants’ employment contracts *