LO3 – Recruiting, developing and
supporting staff
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Recruitment and selection
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The recruitment process
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The selection process
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Performance management
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Training and development
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Continuous professional development
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Staff support systems
By the end of the lesson you should be able to:
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Identify and discuss the steps involved in the
recruitment process.
Identify various forms of testing.
Apply knowledge to online tests.
Apply research skills to further develop knowledge.
Identify advantages and disadvantages of internal
and external recruitment.
Explain how to ensure the best candidate is
selected.
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Recruitment – attract people to apply
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Selection – selecting the right person for the
vacancy
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All roles should work together to drive the
business objectives.
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Need to ensure the right number of people are
in the right jobs at the right time.
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To do this, a structured process for recruitment
and selection to attract applicants for both
managerial and operational roles is required.
Conduct Job Analysis
Prepare Job Description
Prepare person specification
Advertise vacancy
Select Interviewees
Conduct Interviews
Appoint successful candidate
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Job analysis – does a job exist or could it be
covered by existing members of staff?
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Job description – duties, responsibilities, location of
job.
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Person specification – word picture of ideal
candidate – skills, qualities and attributes.
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Advertise – internally or externally.
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Applications – receive applications.
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Select interviewees – match applications against
job description and person specification.
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Conduct interviews – panel ask same questions of
all candidates.
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Notify successful then unsuccessful candidates.
Prior to, as part of or after the interview,
candidates may be tested in a variety of ways:
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practical – to check competence
medical – health and strength – police/army
general ability/aptitude
personality - traits, behaviours, attitudes.
In-house (internally)
 Staff notice boards, newsletters, intranet.
External
 Newspapers, job centres, trade journals,
company website.
Advantages
 Encourages career development
 Shortens induction training
 Track record already established
 Quicker and less expensive
Disadvantages
 Limited number of applicants
 External candidates may be of better
quality
 Creates another vacancy to fill
Advantages
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Larger number of applicants
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Candidates often of better quality
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Can bring fresh ideas to the business
Disadvantages
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Expensive to advertise vacancy
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Time-consuming selection process
Most businesses use both internal and external methods to
give equal opportunities to all.
Direct
 Contact potential candidate directly – also known
as headhunting.
Recruitment agencies
 Specialise in recruiting for various sectors.
 Can be costly as take percentage of candidate
salary, but better guarantee of suitable
candidates.
Job centres
Employment agencies
Headhunting
Careers service
Advertising agency
Wrong appointment can lead to problems:
extra training (time and money)
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Recruit doesn’t have skills or experience required
increased staff turnover (time and money)
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Staff leave for better-suited jobs – organisation has to
go through the process again
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References - potential candidates provide
references.
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Employer – before appointing successful
candidate contacts references to ensure honest
information has been given.