1. RECRUITMENT AND SELECTION PROCESS

2. WHY RECRUIT? The growth of the business – new jobs, more existing jobs Changing job roles within the business – decline of many routine, standardised jobs replaced by automation Filling vacancies created by resignation, retirement, dismissal Internal promotion – replacement of employee who has been promoted

3. ALTERNATIVES TO RECRUITMENT Recruitment and selection is an expensive process Costs - carrying out recruitment process in terms of time/recruiting poorly performing staff Businesses may decide to consider alternatives before making the decision to recruit e.g. giving more hours to part-time workers, issue overtime, retrain existing employees, outsource work, restructure the organisation

4. RECRUITMENT Human resources managers need to be careful in identifying the need to recruit Firms need to be certain there is a real vacancy and that the recruitment is not “empire building” or to make up for inefficient staff members

5. THE RECRUITMENT PROCESS JOB ANALYSIS JOB DESCRIPTION PERSON SPECIFICATION ADVERTISE APPLY LONG LIST SHORT LIST SELECTION APPOINTMENT CONTRACT OF EMPLOYMENT

6. JOB ANALYSIS Many businesses carry out a job needs analysis to help them decide whether to recruit Find out more about job analysis JOB ANALYSIS

7. JOB DESCRIPTION Describes the tasks and responsibilities A business will usually write the job description before it fills a vacancy When it has filled the vacancy, it can use the job description to help assess employee performance and salary levels Job descriptions will need to be updated periodically to include new tasks and responsibilities

8. JOB DESCRIPTION CONTENT KEY ELEMENTS Number of Staff Salary Specific Tasks and Responsibilities Reporting to Location Job Grade Job Title Purpose of Job

9. PERSON SPECIFICATION The specification will help HR managers select the best person to fill the vacancy The business will be able to use the person specification to match applicants to the job A business must decide whether each element of the person specification is essential or desirable

10. PERSON SPECIFICATION CONTENT KEY ELEMENTS Personal Attributes Other Requirements Experience Training Education and Qualifications Knowledge and Skills Physical Attributes

11. WHERE TO ADVERTISE KEY AREAS Shop Windows Local Papers Trade Journals Radio Employment Agencies Job Centres National Press

12. HOW TO APPLY… Curriculum Vitae Letters of Application Application Form Telephone Applications Look at an example of a curriculum vitae Curriculum Vitae Example NOW ANALYSE THE STRENGTHS AND WEAKNESSES OF EACH OF THESE METHODS OF APPLICATION

13. EMPLOYMENT LEGISLATION A business is affected by different legislation in the recruitment process. Investigate how by researching the following laws: -Race Relations Act 1976Race Relations Act 1976 -Equal Pay Act 1970Equal Pay Act 1970 -Sex Discrimination Act 1975Sex Discrimination Act 1975 -Disability Discrimination Act 1995Disability Discrimination Act 1995

14. LONG LIST/SHORT LIST Long list – checking for basic e.g. spelling mistakes, not following instructions such as using a blue pen rather than a black pen Short list – choosing the most appropriate candidate for interview and rejecting applicants that do not have the skills and attributes detailed in the person specification

15. ACCEPTED/REJECTED… Candidates who have been selected for interview will receive a letter explaining the recruitment process and when and where this will take place Rejected candidates will receive a letter explaining that they have not been selected for interview. If the business believes this person may be suitable for future vacancies that may arise they will keep their details on file.

16. RECRUITMENT METHODS This can take many forms: Interviews – one to one, panel Psychometric testing Aptitude tests Situational interviewing Telephone interviews Role play Presentations Team building exercises

17. WHAT HAPPENS NEXT… Once the candidate has been selected he/she will be sent a letter confirming the appointment. All other candidates will be sent a rejection letter, explaining that they have not been successful in their application Within 13 weeks of the new employee starting at the business, he/she must receive a contract of employment NOW RESEARCH WHAT THE MAIN ITEMS OF A CONTRACT OF EMPLOYMENT ARE

18. TASK  HOW COULD YOU EVALUATE THE RECRUITMENT AND SELECTION PROCESS IN DIFFERENT BUSINESSES?  IDENTIFY GOOD INTERVIEW TECHNIQUES AN INTERVIEWER SHOULD ADOPT