Recruitment

Question 1

Steps in the recruitment

Answer 1

. Job analysis.
* Draw up job description.
* Draw up person specification.
* Advertise.
* Send out application forms, etc.
* Receive applications/CVs.
* Short list/reduce number called for interview.
* Interview.
* Selection/choosing the right person.
* Request references

Question 2

Job Analysis

Answer 2

The process that identifies and determines in detail the particular duties and requirements of the job, and also what the position requires in terms of aptitudes,
knowledge, and skills

Question 3

Job Description

Answer 3

Used in the job advertisement to show what
the job entails and what the employee will be expected to
do. The applicant can use the to decide whether to apply
for job and whether they have the skills to carry out the
tasks.
Content:
* job title/example of job title
* pay
* nature of work
* days worked
* part or full time – hours worked
* holiday entitlement
* superiors/who the worker will be responsible to
* subordinates/will the worker have supervision over
others
* location/address
* date to start
* duties/responsibilities.

Question 4

Person specification

Answer 4

A profile of a person suited for a job/the type
of person an employer is looking for.
Content: Qualifications skills experience/work history
personality/qualities/an example.

Question 5

selection techniques

Answer 5

Selection techniques can be used:
* business’ own application form, often backed by a
letter of application and a CV
* interviews
* psychometric tests (personality, aptitude and ability
tests)
* assessment centres (simulations, variety of interviews,
role-plays)

Question 6

Aptitude and ability tests

Answer 6

Aptitude and ability tests can take
a variety of forms and are designed to test the
ability of the candidate to complete the core tasks
of the job.
For example:
* Within a manufacturing workplace, the test is
likely to take the form of work sample tests.
These involve completing a sample of the work
that the candidate will be expected to do.
* For a job in accounts, suitability is more
likely to be checked through the use of a
numeric ability test. This test will include basic
arithmetic, number sequences and simple
mathematics

Question 7

Recruitment internally advantages

Answer 7

Advantages:
☑ Employees within the organisation have a chance to
develop their career – greater motivation.
☑ Familiarity with the organisation means that induction
period will be much shorter.
☑ Internal candidates’ abilities are well-known – less
risk of appointing a candidate who may not prove
suitable.
☑ The process will be quicker and less expensive

Question 8

disadvantages of recruiting internally

Answer 8

The number of applicants may be limited.
☒ Better quality external candidates may have been lost
– the best person for the position may be overlooked.
☒ Promoting internally means that another post now
has to be filled.
☒ Internal candidates may find it difficult to manage
former colleagues/friends who are now subordinates.
Prejudices may exist.
☒ The candidate may not bring an innovative or fresh
approach to the position, especially if they have been
with the organisation for any length of time.
☒ If no internal candidate proves suitable the business
will have to advertise externally anyway

Question 9

Personality Tests –
Psychometric Testing

Answer 9

A psychometric test is a way of
assessing a person’s personality in a measured
and structured way.
This type of test is used by employers to help
them identify candidates with suitable personality
traits for the job. They help employers decide
whether candidates have the enthusiasm and
motivation that the employer is looking for
and whether they are likely to fit in with the
organisation’s culture and methods of working.
Benefits:
☑ Helps organisations recruit the right people
with the right mix of abilities and personal
qualities.
☑ Useful for ‘sifting out’ a large number of
applicants at an early stage and so saving the
employers both time and money.