Chapter 11

Chapter 11

1. Application Forms

   • The forms can be compared easily if there are a lot of applicants.
   • If it is handwritten the employer can see if the applicant has taken a lot of care with it.
   • Employer can ensure all applicants give the same information and can see easily if a section has been left blank.
   • Contains things like contact details, education history etc.
   • A letter is often written alongside the application talking about why they want the job and what skills they would bring.

2. Letters

   • Opportunity for the candiate to write in depth about their strengths and what they particularly want from the job.
     • Allows employer to see who is putting in a lot of effort.
   • Literacy skills can also be judged through this.
   • May be requested alongside a CV.

3. CVs

   • Should ideally fit on one A4 sheet, and include key information like personal statement and education etc.

4. Short listing

   • The methods of application will be compared with the person specification and those that do not meet the minimum criteria etc. will be rejected and the rest will be put on the long list.
   • Those on the long list will be looked at it more detail and roughly the 5 best will be candidates are put on the shortlist to come for an interview.
   • The people who did not make the interview won't get a letter of rejection until someone has accepted the job, in case there is a need to reconsider.

5. Interviewing

   • The Human Resource Management department sorts out interviews. There is a panel of interviewers, normally made of the human resources manager, a line manager and another person.
     • In small businesses it might be just the owner.
   • The location of the interviews are sorted by the HRM, as applicants receive travel expenses, organisations that hire all over the UK will choose a central venue.
   • They can take place in many locations depending on the seniority of the post and where applicants are coming from.
   • The applicants responses to questions may be taped or noted down. Body language, care with appearance, tone of voice and ability to get on with people are all paid attention to. The applicants can ask questions too, to see if they would like the company etc.
   • Skill and personality tests may also be given to candidates, to try and judge their suitability.
   • After the interview references are normally contacted and asked questions about the applicant, e.g. about performance/timekeeping etc. Examples of references/referees are the current employer or a headteacher.
   • Rarely the business won't appoint anyone shortlisted and will re-advertise the job at a later date.

6. Appointing a candidate

   • After the successful candidate has been offered the job there is a short period of time where the other candidates don't know they haven't been successful. Just in case the successful candidate declines the job.
     • The business can then offer the job to another person who was on the shortlist.
     • When the candidate accepts the job, the others will be told they have not been successful. Some might be told that their application would be welcome in the future, if the business thinks they have the potential to succeed with them.
   • When the applicant verbally accepts the job all the other candidates are told that they have been unsuccessful. Some might be told that their application to the business in the future is welcome (if the business can see potential in them.)
   • After the interview the successful candidate will receive a formal job offer (often with a contract of employment).
     • If the contract is not sent with the letter it must be given to the employee within 13 weeks of starting the job.
   • The contract of employment contains info about the starting date, pay, hours of work, holiday/pension entitlement, sickness benefits, place of work, period of notice required to end employment, disciplinary procedure and trade union agreements.