2.6 Recruitment, Selection and Training

People in BusinessDeveloping an Effective

Workforce: Recruitment, Selection and Training

“The employer generally gets the employees he deserves”

Walter Gilbey

“ Quality control starts and ends with training”Kauru Ishikawa

“The secret of joy in work is contained in one word – excellence. To know how to do something well is to enjoy it.”

Pearl Buck

2.6 Recruitment, Selection and Training

Developing an Effective Workforce: Recruitment, Selection and TrainingIn this topic you will learn about: The recruitment process

Internal and external recruitment

Selecting the best employees

How recruitment and selection can improve a workforce

Methods of training

The Recruitment Process Identifying the vacancy Job description – tasks and responsibilities of the job Person (Job) specification – characteristics of the person

required to do the job e.g. qualifications and experience Advertising the vacancy Receiving applications Short listing and References Assessing candidates Offering the position

How Alan Sugar interviews

How ‘really’ to recruit and interview

2.6 Recruitment, Selection and Training

You will need access to the internet to view these video clips

Internal Recruitment

Internal recruitment occurs when candidates for a position are recruited from within the organisation

2.6 Recruitment, Selection and Training

Benefits include:• Lower recruitment costs• Improved promotion _prospects• Known abilities of _candidates• Quicker process• Shorter induction period

Disadvantages include:• Reduces talent available• Limits the number of applicants• Can cause friction between _internal candidates

External Recruitment

External recruitment occurs when candidates for a position are recruited from outside of the organisation

2.6 Recruitment, Selection and Training

Benefits include:• Increases the talent _ _ _available• Increases the number of _applicants• Can provide new sources _of ideas to the company

Disadvantages include:• Higher recruitment costs• May upset internal candidates _that have been overlooked• Not able to see candidates at _ _work over a period of time

Selecting the best EmployeesMethods of selection include: Interviews – see Seven Point Plan Assessment centres:

Multiple tasks, exercises and meetings held over a period of time (often 2 days) where candidates are measured against a set of competencies

Tests might include: Psychometric testing involves a mixture of the following: Aptitude – measures the ability to develop skills and acquire

knowledge Attainment – measuring levels of understanding e.g. maths Personality – measuring aspects of a candidates behaviour

2.6 Recruitment, Selection and Training

Selecting the best Employees Interviews – Alec Rodger’s Seven Point Plan

The Seven Point Plan is a way of carrying out recruitment interviews:

1. Physical make-up – health, appearance, speech2. Attainments – education, training, experience3. Intelligence – ability to learn, analyse and evaluate situations4. Aptitudes – special skills e.g. maths, IT5. Interests – social, active, intellectual6. Disposition – humour, maturity, independence7. Circumstances – geographical mobility and availability

Rodger’s distinguished between ‘essential’ and ‘desirable’. For a taxi driver it is essential that they hold a driving licence but only desirable that they have passed an advanced driving course

2.6 Recruitment, Selection and Training

How Recruitment and Selection can Improve a Workforce

Activity

For example, why might it be better to promote a sub-editor at a newspaper into an editor?

2.6 Recruitment, Selection and Training

In small groups look at the methods of recruitment and selection covered here. For both recruitment and selection come up with

five different points as to why these methods might improve the workforce for a firm in an industry of your choice

e.g. journalism.

Methods of trainingOn-the–job training – where an employee learns in the workplace how to do a job

2.6 Recruitment, Selection and Training

Advantages include:• Familiar environment, equipment _and people• Confidence through doing• Easier to assess improvements• Cost effective with training _normally delivered by people _from within the firm at no extra _cost

Disadvantages include:• Instruction might not be to a _good enough standard• Bad habits may be passed on• Often, lack of time means sub- _standard training• External trainers might not be _familiar with the equipment

Methods of trainingOff-the–job training – any form of education that takes place outside of the workplace

2.6 Recruitment, Selection and Training

Advantages include:• Specialist trainers can provide _higher level of knowledge• Can often lead to qualifications _and motivate workers• Can be a cheaper way of _acquiring information and skills, _the trained employee can _feedback to work colleagues

Disadvantages include:• Instruction might not be _specific to the requirements of _the individual firm• Can be expensive• If done during work time can _lead to a loss of productivity

Methods of trainingInduction training – introductory training for employees new to an organisation

2.6 Recruitment, Selection and Training

Advantages include:• Provides staff with information _that helps them to settle in• Helps staff to understand the _formal and informal culture _within an organisation• Staff will have a greater _understanding of their role• Familiarisation with Health and _Safety and legal requirements

Disadvantages include:• Cost – whilst training _employees are not producing• Information overload• Often, less personal than _training from immediate _colleagues or supervisors

Watch this video looking at recruitment and training at different types of company:

You will need access to the internet to watch this videoclip

Activity – Job description and person specification

Look at the following web site for Hays Specialist Recruitment

In small groups use the guidelines set out by Hays and in Rodger’s Seven Point Plan to draw up a job description and person specification for a job of your choice e.g. a financial consultant, a graphic designer or a sports coach. Provide a copy of the job description and specification to one other group.

Each group should now interview one member from the other group in front of the rest of the class bearing in mind the requirements listed on the job description and specification.

Discuss how each group tailored their interview questions to match the job description and specification.

2.6 Recruitment, Selection and Training