What’s recruitment
Process of finding and hiring someone for a job role
Stages in recruitment process
1) Identify type and number of staff needed
2) Prepare job description and person specification
3) Advertise job using appropriate media
4) Evaluate applicants and select shortlist for interview
5) Carry out interviews
6) Evaluate interviews
7) Provide feedback for unsuccessful candidates
What does a job description consist of
Job title, main roles and responsibilities, salary
What does a person specification consist of
Qualities and qualifications required for the job
Business may employ a person with the right attitude or the right skills
Disadvantage and advantage for each
Skills= - Don’t have to train therefore less cost
- However, May not have a good attitude therefore not good to work with therefore demotivate other employees
- opposite for attitude
What’s internal and external recruitment
Internal recruitment= Recruiting someone who already works for them
External recruitment= Hiring someone from outside the business
Pros and cons of internal recruitment
Pros= -Candidates already know the business, and business knows the candidates
- Short and cheap process
- Motivates workers to go for promotion
Cons= -Leaves a vacancy in another department
-Can cause resentment among colleagues who weren’t selected
Pros and cons of external recruitment
Pros= -Brings fresh new ideas in
- Brings in experience from other organisations
- Larger number of applicants
Cons= -Long and expensive process
- Candidates will need a longer induction process
- Only seen a candidate at recruitment. Might not be representative of what they’re like at work
Recruitment costs
- Cost of advertising the vacant post- E.g. adverts placed in a specialist magazine or newspapers to attract right staff
- Business might pay for a specialist recruitment agency to help recruit professional staff
- Shortlisting and assessing candidates may be done by existing staff. This costs money as they can’t do their usual job
Training costs
- Once candidate appointed, they mess training, as business needs to pay for people to deliver their training
- If person appointed isn’t suitable or not trained effectively they may leave the job
- Having High labour turnover means spending more on recruiting and training new employees
What’s induction training
When the persons been appointed, they are introduced to the business.
- Health and safety
- Familiarisation of all their key policies and procedures used
- More info on their job role
- Some training how to do their job
Consequences of induction training not being effective
- New employee could make mistakes that could cost the business money
- If not fully supported, they could become demotivated and unable to work efficiently. Leading to lower productivity or poor quality work, or even cause them to leave the business
On the job and off the job training
What are they
On the job= New employee is trained by an experienced employee in the workplace
Off the job= New employee studies part time at a local college
- this training can be given to experienced workers to develop their skills
When’s on the job training suitable
Where practical skills are being taught, providing it’s safe to do so in the work environment
E.g. picking stock in the warehouse
When’s off the job training suitable
When employee needs general information about the business or its procedures. Also, when employee is learning a new skill, that would be difficult to learn while in a real work environment
E.g. Learning how to manage people or drive a fork-lift truck
Pros and cons of on the job training
Pros= -Easy to organise
- Lower cost of training
- Training is job specific
Cons= -Trainers are not fully productive during training
- Bad practices can be passed on
- No new ideas are brought into the business
Pros and cons of off the job training
Pros= -Trainers are specialists
- New ideas brought into the business
- No job distractions during training
Cons= -Can be expensive
- No benefit to business whilst training
- Training may not be specific to the business
