6 October 2015© easilyinteractive.com 2006-101 The recruitment process Job advertisement Re-advertise? Check references Selection CV or application form

April 19, 2023 © easilyinteractive.com 2006-10 1

The recruitment process

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Selection

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form

Interview(& test)

Personspecification

Jobdescription

Jobanalysis

EmploymentContract


The need for effective recruitmentTo make sure that the best person is

chosen for a job, the HRM department must be clear about: what the job entails what qualifications are required to do the

job what rewards are needed to retain and

motivate the worker

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Recruitment

Internal: The business appoints a current employee to a vacancy

External: When an employee is appointed from outside the organisation

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The full recruitment process

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Personspecification

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description

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1. Job analysis

The job is broken down into its component parts in order to identify exactly what the holder is required to do

Enables the business to identify the role and the ideal recruit

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2. Job description

Once a business has analysed what a job entails, it is important to draw up a description of the job:

General information Job titleDepartmentJob summary

Job content information Tasks involved and purposeOther dutiesResponsibility (to who and for whom)

Working conditions Hours, holidays etc.

Performance measurement Criteria for measuring performance*

Climate Clothing job description gap fill task



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3. Person specification Person specification: A profile of the type of person

needed to do the job Drawn up from the job analysis and job description Forms the basis for the selection of the most suitable

person to fill the job Typical elements:

Experience and qualifications General intelligence (IQ) Specialised skills – e.g. familiar with ICT Interests Personality Personal circumstances

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4. Finding potential applicants

Jobcentres: Provided by the government Usually free for businesses to advertise

Employment agencies: Often specialise in a particular field Charge for their services

Head-hunters: Used to recruit executives – Enticed away from other businesses (golden hello)

Advertising: Usually in the local, national or technical press

Word of mouth: The most common way in which people find out about jobs

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Job advertstask

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5. Application forms, the Curriculum Vitae (CV) and accompanying letter Used as the basis for the interview Curriculum Vitae: A brief account of a

candidate’s education, qualifications, experience and interests Advantages of CVs:

Can highlight things the applicant wishes to emphasise Can be printed many times and sent to numerous

potential employers

Application forms: Standardise the replies from applicants, making it easier to short-list applicants

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5. Application forms, the Curriculum Vitae (CV) and accompanying letter

Accompanying letter: The applicant explains why she wants the job and is particularly suited to the job The applicant’s chance to show that they

are literate!

It is vital that the letter and CV/application form are well-presented with NO spelling misakes

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It is vital that the letter and CV/application form are well-presented with NO spelling mistakes



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Selecting for interviewtask

Five candidates have applied for the job but time constraints make it possible to only interview two of them

An objective selection procedure should be used to select your interviewees

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6. Interviews

Having received CVs and accompanying letters, the company is in a position to begin the selection process. A short-list of applicants will be selected for interview

An interview is a two-way process: The interviewer wants to find out whether the

applicant would be suitable The interviewee is trying to decide whether the job

and the business is right for him Criticism: Interviewers often make up their

minds within a couple of minutes – sometimes even when the candidate enters the room!

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Testing

Businesses sometimes use aptitude or psychometric tests (tests of mental ability) to try to assess a candidate’s suitability

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7. Selection

The best candidate is appointedThe decision makers must be careful to

avoid bias e.g. for a popular but weak internal

candidate over an excellent external one

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7. Check references

The employer shouldn’t fail to send off for a reference typically from: a past employer a personal acquaintance a former teacher

These references can be insightful – often for what they don’t say e.g. about reliability – getting homework in

on time!!!

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9. Contract of employment

A written document detailing an employee’s terms and conditions of employment

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Contract of employmentcontent

Parties to the contract Date of commencement Place of work Salary Hours of work Overtime

Holiday entitlement Sick pay Grievance and disciplinary

procedures Notice periods Employee discounts

The following headings are used by a major retailer in their sales assistants’ employment contracts

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Documents

6 October 2015© easilyinteractive.com 2006-101 The recruitment process Job advertisement Re-advertise? Check references Selection CV or application form