4.2 Recruitment process

4.2 Recruitment process

1. Vacency

   • it may occur as a result of: retirement, promotion, resignation and business expansion

2. Process

   • Human resources, needs/job analysis, job description, person specification, advertise (internally and/or externally) short list and the interview
     • Needs/job analysis A study of what the job entails, A description of the tasks, skills, qualities and training required to do the job.
     • Job description A written description of the job tittle, the position within the organisation, a list of duties
     • Person specification list Qualifications, experience, skills, personal qualities of the IDEAL candidate
     • Advertising-Internally- notice boards, circulars, magazines. Externally- local or national papers, recruitment agencies, careers service
     • Recruitment-Internal is cheaper, quicker, the subject already knows the company, company already knows them and is good for staff morale
     • Recruitment-External if nobody currently in the company can do the job, brings in new ideas, could avoid awkwardness with colleagues, if more employees are needed
     • Short listing, human resources manager will compare the documents submitted, select those who closely match the person specification and invite short listed candidates to attend an interview
     • Interviews are for: good answers to all questions attitude and dress and body language, the most suitable candidate is selected, references are followed up and if satisfactory job offer is made a contract is drawn up

3. Benefits of effective recruitment

   • High levels of productivity, costs of producing a single unit of output will be lower resulting in increased sales and increase profits. higher quality products, best person for a job will give good quality. Better customer service employee will have social skills/qualified skills
   • Employee retention measures the proportion of employees with a given length of service expressed as a percentage of overall workforce numbers.

4. Dissadvantages

   • external recruitment
     • External recruitment is more expensive, especially if recruitment agencies are used. - The employe will be less familiar to the business, creating a greater chance of appointing the 'wrong' person
   • Internal recruitment
     • The business will have a limited choice of people from whom to recruit. They may appoint a less talented person as a result. - The business may have to pay to train employees who do not have the skills required

5. Advantages

   • External
     • Businesses can benefit if external recruits bring new ideas and positivity into the organisation - Provides businesses with a wider choice of candidates and the chance to appoint the very best people - May not be necessary to train external recruits as they should have the skills requires
   • Internal
     • Offering employees the chance of promotion can motivate and improve their their performance - Less risky and cheaper form of recruitment because the business will know the people appointed and it avoids expensive advertising costs or the use of employment agencies - Those appointed will have some knowledge of the businesses and may need less (or no) training