Professional Documents
Culture Documents
BSBA-MMMSM 2-4N
Recruitment and Selection
What this topic is about
Need for workforce planning
The recruitment and selection process
Advantages and disadvantages of recruitment methods
Reasons to Recruit Staff
Business expansion due to
Increasing sales of existing products
Developing new products
Entering new markets
Existing employees leave:
To work with competitors or other local employers
Due to factors such as retirement, sick leave, maternity leave
Business needs employees with new skills
Business is relocating
Not all of existing workforce want to move to new location
Changes in Employment Patterns
The way we work is changing rapidly:
Increase in part-time working
Increases in numbers of single-parent families
More women seeking work
Ageing population
Greater emphasis on flexible working hours
Technology allows employees to communicate more effectively whilst apart
(teleworking)
People rarely stay in the same job for life
Businesses need to understand and respond to these changes if they are to recruit staff of the
right standard and keep them!
Part-time Staff + Flexible Working
Increased numbers of people in the UK are working part-time
Advantages
Cheaper to employ as entitled to less benefits
More flexible workforce (easier to reduce labour hours when sales fall or add hours
when demand increases)
Wide range of potential recruits (e.g. working mothers who want to restrict the number
of hours they work)
Disadvantages
Employees feel less loyal to business and therefore less motivated
Harder for managers to control and coordinate workforce
Main tasks: description of the main activities to be undertaken and what the job holder is
expected to achieve
Employment conditions (e.g. basis of payment; fringe benefits, holiday, period of notice,
disciplinary)
Objectives of Recruitment Advertising
Inform audience of potential candidates about opportunity
Provide enough information to both inform and interest possible applicants
Help screen or dissuade unsuitable applicants
Obtain most number of suitably qualified applicants for post advertised
Note recruitment adverts can be published internally and externally
Placing a Job Advertisement
Internal recruitment
Notice boards
Staff magazines & newsletters
Email
External recruitment
Newspapers and magazines
Job centres
Employment agencies and Head- hunters
Direct contacts (e.g. with employees in a competitor business) Internet recruitment
websites
Role of a Recruitment Agency
A recruitment agency works to provide a link between the employer and employee
Potential employees register with the agency and provide personal details
Employers approach the agency for shortlists of potential candidates
Recruitment agencies charge a fee for the service
Main fee is to the employer
Usually a percentage of the employees wages and salary in the first 6-12 months
Often an expensive option
Some agencies specialize in particular employment areas
E.g. nursing, financial services, teacher recruitment
What to Consider When Advertising
Type of job
Senior management jobs merit adverts in the national newspapers and/or specialist
management magazines
Many semi-skilled jobs need only be advertised locally to attract sufficient good quality
candidates
Cost of advertising
National newspapers and television cost significantly more than local newspapers etc
Readership and circulation
How many relevant people does the medium reach?
How frequently is the publication published?
Frequency
How often does the business want to advertise the post?
A Good Job Advertisement Accurate
Accurate - Describes the job and its requirements accurately
Short - Not too long-winded; covers just the important ground
Honest - Does not make claims about the job or the business that will later prove false to
applicants
Positive - Gives the potential applicant a positive feel about joining the business
Relevant - Provides details that prospective applicants need to know at the application
stage (e.g. is shift-working required; are there any qualifications required)
Contents of a Job Advertisement
Details of the business (name, brand, location, business activities)
Outline details of the job (title, main duties)
Conditions (special factors affecting the job)
Experience / qualifications required Rewards (financial and non- financial)
Application process (how should applicants apply, how to; deadlines)
Contents of a job application form
Personal details (name, nationality etc.)
Educational history & qualifications
Previous employment history (periods, positions, roles, achievements)
Suitability and reasons for applying for job
A chance for applicants to sell themselves
Names of referees
Curriculum Vitae
A written document
Often on one or two sides of A4
Designed by the job applicant
Covers similar ground as job application
Advantages of a job application versus a CV
Business can tailor questions and format to exact needs
An application form forces candidates to answer same questions and provide information in a
consistent format
CVs often come in many different formats, with key information either missing or presented in
different ways
Encourages the applicant to consider the specific needs of the employer e.g. respond to
questions relevant to the employer
More likely to get up-to-date information from the applicant
Reasons for Rejecting Candidates at Application Form Stage
May not meet standards set out in job specification
Wrong qualifications
Insufficient experience
4. Operating vehicles/equipment
5. Processing information
Significance of Job Analysis
Job Descriptions: explains what a job holder does, how it is done and why it is done.
Important for describing the job to potential candidates, guiding newly hired employees,
providing the basis for comparing the actual performance with the stated duties
Job Specifications: outlines the knowledge, skills and qualifications required for the job.
Important for selection decisions
Job Evaluations: provides inputs for determining the compensation or fixing the value of
the job. Important part of compensation administration
Job Design Can job design and work scheduling affect motivation?
Hackman & Oldhams Job Characteristics Model