Recruitment and selection

[Audio] Recruitment and selection. Egy embléma közelképe Automatikusan létrehozott leírás.

[Audio] Workforce planning Firms recruit, select and train staff in different ways with varying degrees of success. Without the right staff with the right skills, a business cannot make enough products to satisfy customer requirements. This is why organisations draw up workforce plans to identify their future staffing requirements. For example, they may develop plans to recruit a new IT Manager when the current one plans to retire in eight months time. Other reasons for requiring new staff include: employees may be promoted and have to be replaced workers move to another job workers may decide to resign or quit.

[Audio] Recruitment is the process by which a business seeks to hire the right person for a vacancy. Before advertising the job, a job analysis is conducted to see if the position has to be filled at all. A job analysis identifies the roles and duties undertaken in the position. Sometimes elements of the job may be shared by existing staff. If the job does need to be filled, then the next stage takes place. The firm writes a job description and person specification for the post and then advertises the vacancy in an appropriate place. job descriptions explain the work to be done and typically set out the following: job title location of work main tasks of the employee Person specifications list individual qualities of the person required, eg: qualifications experience skills From this a view of the ideal candidate will be formed..

[Audio] Employees have a direct effect on the success of an organisation. The different stages of recruitment and selection must be considered when choosing people to work within an organisation. Recruitment is the process of finding people to work for a company. Selection refers to the methods used to choose the best or most suitable candidate for the vacancy. There are ten stages of a recruitment and selection process. The first six stages make up the recruitment process. The last four make up the selection process. Let's have a closer look at these stages one by one..

[Audio] Stage 1 Identify the vacancy Vacancies can become available in a business when someone leaves, when someone moves job leaving their own role unfilled. These vacancies are for existing roles and are therefore easily identified. When a business grows or changes there may be more or completely new jobs need to be carried out. It may be less clear what these vacancies are. Stage 2 Carry out a job analysis When a vacancy becomes available in an organisation it is important that the tasks and skills required for the position are identified. This is known as a job analysis. A job analysis is important as it can be used to identify whether a vacancy needs to be filled or whether the tasks and duties can be redistributed to other staff. It is used to help write the job description and person specification. Stage 3 Create a job description A job description is a document that states the tasks and responsibilities of the job. It contains information on duties, pay, location, hours and conditions of work. This sets out clearly expectations for whoever applies to fill the vacancy..

[Audio] Stage 4 Create a person specification A person specification is a document that states the skills and qualifications needed to do the job. These skills and qualities can be listed as either essential or desirable. This will provide a series of measures against which the organisation can judge people who might take on the vacancy. Stage 5 Advertise the job A job can be advertised either internally or externally. Stage 6 Send out application forms or request CVs Application forms are sent out to candidates who wish to apply for the position. Or alternatively a curriculum vitae ( CV) will be requested. Application forms consist of pre-prepared questions set by the organisation. This allows an organisation to easily compare potential candidates. It also ensures the organisations get all the information they require from the candidate. Curriculum vitae or CVs are prepared by the candidate and are a summary of the person's education, qualifications and previous employment history..

[Audio] Stage 7 Collect application forms Application forms and CVs both contain personal information on a candidate. They can be used to compare the candidates' skills and qualities against those listed in the person specification. This will make it easier to shortlist candidates based on those whose skills best match those that are required to do the job. Stage 8 Create a shortlist It would be too costly and time consuming to interview every candidate that applied for a position so a shortlist is made to reduce the number of candidates who will be interviewed. The application forms or CVs are compared to the person specification and job description. This is used to draw up a shortlist of the most suitable candidates. These candidates will be invited to interview. Stage 9 Hold interviews/testing An interview allows the organisation to ask potential candidates a series of questions. This means each candidate can be compared and the organisation can assess the candidates' appearance and personality..

[Audio] Interviews can be: one-to-one– one person interviews the candidate panel– more than one person interviews a candidate telephone– the interview is not conducted in person but over the phone And now please read the advantages and disadvantages of interviews on the slide..

[Audio] Testing can provide extra information on a candidate's suitability through practical assessments. There are many methods that can be used to test a candidate's ability. testing allows an organisation to see how a candidate copes under pressure. It aims to find out about a candidate's true personality and abilities and not just what they say about themselves. During the interview and testing stage candidates may be asked to go to an assessment centre to be tested and interviewed for a job. This could take place over a day or more. The candidates can be asked to take part in a range of activities throughout the day including group or individual interviews, ability or aptitude testing or problem solving exercises. Aptitude tests. This tests the candidate's ability at a certain skill for example ICT, practical woodwork or maths. Intelligence tests. This tests the mental ability of a candidate for example problem-solving, numeracy and literacy. Psychometric tests. This tests the attitudes or character of the candidate usually through a set of multiple choice questions. Personality tests. This tests the candidate's personality traits for example are they a team player or a leader. Medical and physical ability. Some medical or physical test will be required for certain jobs for example police, fire service or army.

[Audio] A reference is usually written by a past employer and provide information on the candidates' attendance, attitude and time-keeping. It will often include information on whether the referee thinks the candidate is suitable for the position applied for. References allow the organisation to confirm that the information supplied in the application form or CV is correct. Going through the whole process you will get to the final stage, Stage 10. Once the selection process has been completed the successful candidate will be informed. Internal candidates may be told in person but it is more usual for candidates to be informed by telephone, email or letter..