MANAGEMENT OF PEOPLE
RECRUITMENT AND
SELECTION OF STAFF
LEARNING INTENTIONS/SUCCESS
CRITERIA
LEARNING INTENTIONS:
SUCCESS CRITERIA:
I understand the processes
that HRM use to employ
new staff for an
organisation.
• I can explain the process of
RECRUITMENT and describe
the purpose of a JOB
DESCRIPTION, PERSON
SPECIFICATION, VACANCY
ADVERTISING and
APPLICATION FORMS/CVs.
• I can explain the process of
SELECTION and describe the
purpose of SHORT LEETING,
INTERVIEWING, TESTING
and REFERENCES.
RECRUITMENT
The RECRUITMENT part of HRM’s work
involves trying to ENCOURAGE SUITABLE
PEOPLE to APPLY FOR any VACANCIES
(jobs that they need workers for) that the
business has.
RECRUITMENT PROCESS
The steps in the recruitment process are to:
• Identify the job vacancy
• Carry out a job analysis
• Prepare a Job Description
• Prepare a Person Specification
• Advertise the job
• Sent out application forms
HOW DO JOB VACANCIES
ARISE?
Can you think of reasons for a job vacancy
arising?
Some are:
• An employee has left, retired or been promoted
• The business is expanding
• A busy time for the business is approaching eg
Christmas
• A current member of staff is going to be absent
eg due to a long-term illness
JOB ANALYSIS
Job analysis involves finding out everything about
what a job involves by identifying the following:
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Tasks to be completed in the job
Responsibilities of the job
Technology that is used in the job
Knowledge needed to carry out the job
Skills needed to carry out the job
Level of initiative needed from staff
JOB DESCRIPTION
This document is prepared using the information gathered during the
job analysis. As the document name suggests, the information in this
document is all about THE JOB, forexample:
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JOB TITLE and DEPARTMENT
POSITION IN BUSINESS
PURPOSE OF THE JOB
DUTIES OF THE JOB (ie work to be done)
WORKING CONDITIONS (ie hours, holidays, etc)
TARGETS TO BE MET
The Job Description is usually sent out to candidates applying for the
job vacancy so that they can judge if they are suited to the job.
PERSON SPECIFICATION
This document is also prepared using information from the job analysis.
As the name suggests, this document is all about the MOST
SUITABLE PERSON for the job in terms of:
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SKILLS eg communication skills, IT skills, leadership skills
QUALIFICATIONS eg Nat 4/5’s, Highers, HND, Degree
PREVIOUS EXPERIENCE eg 2 years experience in a similar role
PERSONAL CHARACTERISTICS eg able to work on own initiative,
customer service focus, attention to detail
These will be classified as ESSENTIAL or DESIRABLE and will be
used as an internal checklist to determine which applicants are most
suited to a job.
ADVERTISE THE JOB
Candidates cannot apply for a job unless they know it
exists and this is where advertising comes in. The
information for the advert will be taken from the Job
Description and Person Specification.
A job vacancy can be advertised:
• INTERNALLY eg by email or a poster on a staff
noticeboard (this results in existing staff being promoted
which will create another vacancy)
• EXTERNALLY eg in a local or national newspaper, on
the business website, via a social networking site, via a
recruitment agency or at a Job Centre (this results in a
new member of staff being found)
RECEIVE APPLICATIONS
Applications can be received in 2 ways:
• By a candidate completing an APPLICATION
FORM (either on paper or on-line)
• By a candidate sending a copy of their CV
(Curriculum Vitae)
Businesses may prefer the Application Form as all
candidates answer the same questions in the
same order, which makes it easier for them to
compare each candidate’s application.
INFORMATION ON APPLICATION FORM/CV
Information collected by either method should contain
details of each applicant’s:
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Personal details eg name and contact details
Qualifications and skills
Previous work experience
Reasons why they want the job/feel suited to the job
Specific questions relating to the job
A personal statement
Referee’s contact details
TASK
Complete Worksheet 38 in your jotters.
SELECTION
The SELECTION part of HRM’s work
involves trying to decide who is the best
person (from those who have been
recruited) to fill a VACANCY.
SELECTION PROCESS
• Identify the best candidates from those
that have applied
• Draw up a short leet
• Interview the candidates on the short leet
• Carry out testing of the candidates
• Check the candidates references
• Select the best person for the job
IDENTIFYING THE BEST
CANDIDATES
The APPLICATIONS for the job vacancy have to be
ANALYSED by checking whether or not they match the
requirements detailed in the PERSON SPECIFICATION.
Those who MATCH most CLOSELY will be CONSIDERED
for INTERVIEW.
Those who DO NOT MATCH the requirements will be sent
a LETTER informing them that they have been
UNSUCCESSFUL in their application.
DRAWING UP A SHORT LEET
A short leet, or short list, is the list of
applicants who have MET the
REQUIREMENTS of the PERSON
SPECIFICATION MOST CLOSELY.
They are the people who will be sent a
LETTER inviting them FOR INTERVIEW.
INTERVIEWING CANDIDATES
An interview is a TWO WAY discussion between an
organisation and a job applicant. Interviews may be
conducted in a series of rounds and can be ONE-TOONE (one interviewer) or PANEL based
(several interviewers).
The purpose of the interview is for the business and the job
applicant to FIND OUT MORE INFORMATION about each
other by discussing specific questions. The interview
should ASSESS in more detail if an APPLICANT is really
SUITED TO THE POST (in terms of experience and
personality).
ADVANTAGES OF THE
INTERVIEW PROCESS
The advantages of an interview are:
• Can check the validity of the applicant’s
Application Form/CV details
• Can see the personality and appearance
of the applicant
• Allows the applicant to ask
questions too
DISADVANTAES OF THE
INTERVIEW PROCESS
The disadvantages of an interview are:
• They are very time consuming to carry out
• Some people do not perform well in
interviews, but might be still the most
suited to the job
• They are subject to interviewer bias
TASK
In pairs, create a list of questions that you think
could be asked at the interview for the 2 job
vacancies we looked at in Worksheet 38.
Make a note of the answers you will be looking for.
GROUP 1 – questions for Apple Retail Genius
GROUP 2 – questions for Boots Trainee
Dispensing Assistant
TESTING APPLICANTS
Testing may be carried out to back up or get more
information about a job applicant. Examples of
tests that may be carried out are:
• PRACTICAL TESTING (to assess a skill, eg driving
ability)
• PSYCHOLOGICAL TESTING (to assess personality, eg
leadership ability)
• MEDICAL TESTING (to assess the health and fitness of
an applicant)
• ROLE PLAY SITUATIONS (to assess how an applicant
may react in difficult situations)
• PRESENTATIONS – to assess ideas a person may have
for the job role or to assess their presentation skills
CHECKING REFERENCES
These take the form of a REPORT (VERBAL OR
WRITTEN) from a PREVIOUS EMPLOYER OR
SCHOOL/COLLEGE about the RELIABILITY OF AN
APPLICANT.
They should include questions about the applicants’ ability
to carry out the job, comments on SKILLS, PERSONAL
QUALITIES and their ATTENDANCE record.
They can be taken out before or after the interview
and testing stages of the selection process.
SELECTING THE BEST
APPLICANT
The final stage of the selection process is to CONSIDER
ALL THE EVIDENCE gained from APPLICATIONS,
INTERVIEWING, TESTING and taking out REFERENCES
to select the BEST CANDIDATE for the job. A LETTER
will be sent to this candidate OFFERING them the JOB.
After the successful candidate has accepted the offer of the
job, LETTERS will be sent to all OTHER APPLICANTS on
the short leet, informing them that their APPLICATIONS
have been UNSUCCESSFUL.
TASK
GROUP 1 – using the questions you made up in the
previous task and the Person Specification details, act
as a panel about to interview applicants for the post of
Apple Retail Genius. Applicants are the people in Group 2.
Select the best applicant for the job.
GROUP 2 – using the questions you made up in the
previous task and the Person Specification details, act as a
panel about to interview for the post of Boots Trainee
Dispensing Assistant. Applicants are the people in
Group 1. Select the best applicant for the job.
WORKSHEET
Complete Worksheet 39 in your jotters.