IB Business & Management

Unit 2.1 Recruitment & Selection

Learning Outcomes:

• Describe the methods of recruitment• Discuss advantages and disadvantages of

different methods of recruitment• Examine how recruitment enables a firm to

achieve workforce planning targets?

Why do firms recruit?

• Expansion – more workers required.

• Change – new workers are required with different skills

• Replacing workers who have left the organisation

• Replacing workers who have been promoted

Why might workers leave an organisation?

Why do workers leave?

• Retirement• Move area• Better pay• Better job security• Promotion in another

firm• dismissal

Task - Recruiting new workers

Create a Flow Chart to show the step by step process that firms have to go through in order to hire a new member of staff.

Have you missed out any of these?

Decision that new staff are needed

Draw up Personspecification

Draw up Job Description

Advertise the job

Read applications

Shortlist applicants

Interviews

Appointment

THE JOB ANALYSIS PROCESS

Job Analysis

• The process of scrutinising the job and verifying:

• The roles and responsibilities of the job• The skills, qualifications and attributes

needed• The rewards needed to attract the right

candidates• From this analysis the job description

and person specification are drawn up

Job Descriptions

• Job descriptions are a document that is drawn up to include details about a job

• What details might be included?• Working hours• Pay• Line Manager• Duties

A job description might look like this……

Innocent LtdJob title: Cow van mechanic Department: Operations Hours of work: 40 hours per week Salary: £12,000 – £16,000 Duties & responsibilities: 1. Fix mechanical problems with the ‘cow’ vans.2. Service, maintain and clean the vans regularly.3. Keep records logging all problems and fixes to the vans.

Person SpecificationsWriting a person specification involves looking at the job description and then thinking about the characteristics needed of the person to do the job

This could include:qualifications (necessary and desirable)

experience (what jobs they should have done before)

skills (teamwork, good organization, typing, etc.)

attributes (personal qualities and characteristics).

Task

• Look at the example job description and person specification

• Write a job description/person specification for a job you would like to do when you have first finished in education

• BE REALISTIC!

Job Adverts

What information is absolutely necessary to include? What other information would be helpful? Is there any information that it would be better not to include

Advertising the vacancy

• Once the advert is written, where might the business choose to advertise?

• What does this decision depend on?

THE APPLICATION PROCESS

Applications are normally made by a combination of:

• Application Form• Curriculum Vitae• Covering Letter

• What would be the benefits of using an application form rather than CV?

Task

Have a look at the application forms for:• Starbucks• McDonalds • TescoWhich one is the best? WhyWhich one is the worst? Why?

THE SELECTION PROCESS

Now applications have been received, how to make sure that the right candidates are selected

Shortlisting

• It would be too time consuming to interview everyone who applied

• Shortlisting involves reviewing the applications against the person specification and selecting the best ones to take through to the next stage

Interviews

Can be carried out in a number of ways…..• Telephone• Video conferencing• Face to Face• Panel

Why is interviewing necessary?

The purpose of Interviews:

• To find out more information about the candidate• To see if the candidate will fit in with the company

culture• To assess if the candidate has the personal

qualities needed to do the job

Good Interviews:

• All candidates are asked the same core questions• Additional questions maybe added to query

details on the application• Ask behavioural and situational based questions

Some typical interview questions for a teaching job…..

• Why have you applied for the job?• What can you offer the school?• Give an example of a successful lesson

that you have taught• Where do you see yourself in 5 years

time?• What are your strengths and

weaknesses?• What would you do if……..?

Task

• Two of the group will take the positions of HR managers for Tesco

• You will need to prepare 6 questions to ask the applicants

• The other applicants will apply for a job

• Who will be shortlisted? Who will impress at Interview?

Testing

• Psychometric Tests• Aptitude tests• Intelligence tests

Assessment Centres

• Some companies invite candidates in for whole days of assessment activities along with other candidates.

Watch the video ‘A day at the assessment centre’ and ‘Assessment centre activity’What are the assessors trying to find out about the candidates during the day’s activities? Why is it more effective than an interview?

References

• These are 2 referees who can vouch for the candidate.

• A final security check• Can be written or verbal

• Why might a previous employer give a good reference to an unsuitable candidate?

INTERNAL VS EXTERNAL RECRUITMENT

Internal Recruitment

Internal Recruitment• This refers to the

filling of job vacancies from within the business

• existing employees are selected rather than employing someone from outside.

External Recruitment• This refers to the

filling of job vacancies with candidates from outside the business.

What would be the advantages and disadvantages of each of these methods?

Key Questions…

• Why is recruitment so important?• How does recruitment enable businesses to

achieve workforce planning targets?• What could be the consequences if the wrong

candidates were recruited?• What could be the consequences if recruitment

didn’t happen at the right time?

Why is recruitment important?

• The success of a firm depends to a great extent on the people it employs – why?

• Labour is usually the single biggest cost a firm has

• The recruitment process is time consuming and can be expensive

• It is therefore essential that the firm recruits the right people