1. IB Business & Management
Unit 2.1
Recruitment & Selection

2. Learning Outcomes: Describe the methods of recruitment
Discuss advantages and disadvantages of different methods of recruitment
Examine how recruitment enables a firm to achieve workforce planning targets?

3. Why do firms recruit? Expansion – more workers required.
Change – new workers are required with different skills
Replacing workers who have left the organisation
Replacing workers who have been promoted
Why might workers leave an organisation?

4. Why do workers leave? Retirement Move area Better pay
Better job security
Promotion in another firm
dismissal

5. Task - Recruiting new workers
Create a Flow Chart to show the step by step process that firms have to go through in order to hire a new member of staff.

6. Have you missed out any of these?
Shortlist
applicants
Advertise the
job
Draw up Person
specification
Decision that
new staff are needed
Appointment
Read
applications
Interviews
Draw up Job
Description

7. The Job Analysis Process

8. Job Analysis The process of scrutinising the job and verifying:
The roles and responsibilities of the job
The skills, qualifications and attributes needed
The rewards needed to attract the right candidates
From this analysis the job description and person specification are drawn up

9. Job Descriptions
Job descriptions are a document that is drawn up to include details about a job
What details might be included?
Working hours
Pay
Line Manager
Duties

10. A job description might look like this……
Innocent Ltd
Job title: Cow van mechanic
Department: Operations
Hours of work: 40 hours per week
Salary: £12,000 – £16,000
Duties & responsibilities:
Fix mechanical problems with the ‘cow’ vans.
2. Service, maintain and clean the vans regularly.
3. Keep records logging all problems and fixes to the vans.
Below is the job description for the Product Developer vacancy for Innocent.
Your responsibilities will include:
Keeping abreast of food and health related trends that will influence the development of new products/ranges.
Responsibility for the interpretation of product briefs and creating amazing and original new recipes for Innocent.
Keeping abreast of the competitive context of our drinks from a product and labelling point of view.
Managing the NPD process from concept to 1st production, including supplier management and ingredient choice.
Working with our fruit growers and processors to ensure best variety and format for our drinks.
To find out more about Innocent and their current vacancies visit:
Photo: © Innocent Ltd

11. Person Specifications
Writing a person specification involves looking at the job description and then thinking about the characteristics needed of the person to do the job
This could include:
qualifications (necessary and desirable)
experience (what jobs they should have done before)
skills (teamwork, good organization, typing, etc.)
attributes (personal qualities and characteristics).
Photo: © 2007 Jupiterimages Corporation

12. Task Look at the example job description and person specification
Write a job description/person specification for a job you would like to do when you have first finished in education
BE REALISTIC!

13. Job Adverts
What information is absolutely necessary to include? What other information would be helpful? Is there any information that it would be better not to include

14. Advertising the vacancy
Once the advert is written, where might the business choose to advertise?
What does this decision depend on?

15. The application Process

16. Applications are normally made by a combination of:
Application Form
Curriculum Vitae
Covering Letter
What would be the benefits of using an application form rather than CV?

17. Task Have a look at the application forms for: Starbucks McDonalds
Tesco
Which one is the best? Why
Which one is the worst? Why?

18. Now applications have been received, how to make sure that the right candidates are selected
The Selection Process

19. Shortlisting
It would be too time consuming to interview everyone who applied
Shortlisting involves reviewing the applications against the person specification and selecting the best ones to take through to the next stage

20. Why is interviewing necessary?
Interviews
Can be carried out in a number of ways…..
Telephone
Video conferencing
Face to Face
Panel
Why is interviewing necessary?

21. The purpose of Interviews:
To find out more information about the candidate
To see if the candidate will fit in with the company culture
To assess if the candidate has the personal qualities needed to do the job

22. Good Interviews: All candidates are asked the same core questions
Additional questions maybe added to query details on the application
Ask behavioural and situational based questions

23. Some typical interview questions for a teaching job…..
Why have you applied for the job?
What can you offer the school?
Give an example of a successful lesson that you have taught
Where do you see yourself in 5 years time?
What are your strengths and weaknesses?
What would you do if……..?

24. Task Two of the group will take the positions of HR managers for Tesco
You will need to prepare 6 questions to ask the applicants
The other applicants will apply for a job
Who will be shortlisted? Who will impress at Interview?

25. Testing
Psychometric Tests
Aptitude tests
Intelligence tests

26. Assessment Centres
Some companies invite candidates in for whole days of assessment activities along with other candidates.
Watch the video ‘A day at the assessment centre’ and ‘Assessment centre activity’
What are the assessors trying to find out about the candidates during the day’s activities? Why is it more effective than an interview?

27. References These are 2 referees who can vouch for the candidate.
A final security check
Can be written or verbal
Why might a previous employer give a good reference to an unsuitable candidate?

28. Internal Vs External Recruitment

29. Internal Recruitment
Internal Recruitment
External Recruitment
This refers to the filling of job vacancies from within the business
existing employees are selected rather than employing someone from outside.
This refers to the filling of job vacancies with candidates from outside the business.
What would be the advantages and disadvantages of each of these methods?

30. Key Questions… Why is recruitment so important?
How does recruitment enable businesses to achieve workforce planning targets?
What could be the consequences if the wrong candidates were recruited?
What could be the consequences if recruitment didn’t happen at the right time?

31. Why is recruitment important?
The success of a firm depends to a great extent on the people it employs – why?
Labour is usually the single biggest cost a firm has
The recruitment process is time consuming and can be expensive
It is therefore essential that the firm recruits the right people