The recruitment process
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The recruitment process 18 March 2016 © easilyinteractive.com 2006-10 1 The recruitment process task Sorting exercise for interactive whiteboards This sorting exercise is available as either an ActivStudio2 or SMART Board flipchart. There is also a definitions sheet to help students. An answer grid can also be filled in on the sheet. * 18 March 2016 © easilyinteractive.com 2006-10 2 The need for effective recruitment To make sure that the best person is chosen for a job, the HRM department must be clear about: what the job entails what qualifications are required to do the job what rewards are needed to retain and motivate the worker * 18 March 2016 © easilyinteractive.com 2006-10 3 Recruitment Internal: The business appoints a current employee to a vacancy External: When an employee is appointed from outside the organisation * 18 March 2016 © easilyinteractive.com 2006-10 4 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 5 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 6 1. Job analysis The job is broken down into its component parts in order to identify exactly what the holder is required to do Enables the business to identify the role and the ideal recruit * 18 March 2016 © easilyinteractive.com 2006-10 7 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 8 Climate Clothing job description gap fill task 2. Job description Once a business has analysed what a job entails, it is important to draw up a description of the job: General information Job content information Working conditions * Job title Department Job summary Tasks involved and purpose Other duties Responsibility (to who and for whom) Hours, holidays etc. Performance measurement Criteria for measuring performance 18 March 2016 © easilyinteractive.com 2006-10 9 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 10 3. Person specification Person specification: A profile of the type of person needed to do the job Drawn up from the job analysis and job description Forms the basis for the selection of the most suitable person to fill the job Typical elements: * Experience and qualifications General intelligence (IQ) Specialised skills – e.g. familiar with ICT Interests Personality Personal circumstances 18 March 2016 © easilyinteractive.com 2006-10 11 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 12 4. Finding potential applicants Jobcentres: Provided by the government Employment agencies: Often specialise in a particular field * Usually free for businesses to advertise Charge for their services Head-hunters: Used to recruit executives – Enticed away from other businesses (golden hello) Advertising: Usually in the local, national or technical press Word of mouth: The most common way in which people find out about jobs 18 March 2016 © easilyinteractive.com 2006-10 13 Job adverts task We are going to start the recruitment process for a new sales assistant at Climate Clothing - an independent fashion retail business situated in a local town We have recently conducted a job analysis of the role and this has enabled us to write a job description and a person specification Task * Design a display advert for the vacancy that exists at Climate Clothing The advert will appear in the job pages of the local newspaper next Wednesday You have a budget of £120 which will buy a 55mm x 70mm space, but you can design the advert at 110mm x 140mm Use both the job description and the person specification to ensure that the advert is informative, factually correct and relevant! Think carefully about what information a good job advert must include What factors will help to ensure a good response from suitable applicants? 18 March 2016 © easilyinteractive.com 2006-10 14 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 15 5. Application forms, the Curriculum Vitae (CV) and accompanying letter Used as the basis for the interview Curriculum Vitae: A brief account of a candidate’s education, qualifications, experience and interests Advantages of CVs: * Can highlight things the applicant wishes to emphasise Can be printed many times and sent to numerous potential employers Application forms: Standardise the replies from applicants, making it easier to short-list applicants 18 March 2016 © easilyinteractive.com 2006-10 16 CVs task Read the article from the BBC List your top 5 tips for CV writing Compare your list with a neighbour Do you agree? Decide on a combined top 5 tips * 18 March 2016 © easilyinteractive.com 2006-10 18 5. Application forms, the Curriculum Vitae (CV) and accompanying letter Accompanying letter: The applicant explains why she wants the job and is particularly suited to the job The applicant’s chance to show that they are literate! It is vital that the letter and CV/application form are well-presented with NO spelling misakes mistakes * 18 March 2016 © easilyinteractive.com 2006-10 19 Job applications task Fill in the Climate Clothing application form applying for a job as a shop assistant for the summer holidays Include the GCSEs you will be taking as well as the grades you expect to get Write an accompanying letter to send along with the application. This is your opportunity to ‘sell yourself’ * Don’t 18 March 2016 forget to show an interest in clothing! © easilyinteractive.com 2006-10 20 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 21 Selecting for interview task Five candidates have applied for the job but time constraints make it possible to only interview two of them Use an objective selection procedure to select your interviewees Write 2 interview questions that are specific to each candidate Write 4 open questions that you could use in an interview to find out if the candidate has a suitable personality for the job * 18 March 2016 © easilyinteractive.com 2006-10 22 6. Interviews Having received CVs and accompanying letters, the company is in a position to begin the selection process. A short-list of applicants will be selected for interview An interview is a two-way process: * The interviewer wants to find out whether the applicant would be suitable The interviewee is trying to decide whether the job and the business is right for him Criticism: Interviewers often make up their minds within a couple of minutes – sometimes even when the candidate enters the room! 18 March 2016 © easilyinteractive.com 2006-10 23 Testing Businesses sometimes use aptitude or psychometric tests (tests of mental ability) to try to assess a candidate’s suitability * 18 March 2016 © easilyinteractive.com 2006-10 24 18 March 2016 © easilyinteractive.com 2006-10 25 Testing task - psychometric test Complete a psychometric test for yourself Compare your profile and those of candidates A-E with Climate Clothing’s ideal profile Discuss the usefulness of the test Does it change your opinion about the candidates? * 18 March 2016 © easilyinteractive.com 2006-10 26 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 28 7. Selection The best candidate is appointed The decision makers must be careful to avoid bias e.g. for a popular but weak internal candidate over an excellent external one * 18 March 2016 © easilyinteractive.com 2006-10 29 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 30 7. Check references The employer shouldn’t fail to send off for a reference typically from: a past employer a personal acquaintance a former teacher references can be insightful – often for what they don’t say These about reliability – getting homework in on time!!! e.g. * 18 March 2016 © easilyinteractive.com 2006-10 31 Check references task Write a reference for the person sat next to you, A reference should include: Their qualities (what is good about them) Their weaknesses What job you think they are most suited for What you think of them * 18 March 2016 © easilyinteractive.com 2006-10 32 The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 18 March 2016 Check references © easilyinteractive.com 2006-10 Employment Contract 33 9. Contract of employment A written document detailing an employee’s terms and conditions of employment Must be given to the employee within 13 weeks of starting at the firm * 18 March 2016 © easilyinteractive.com 2006-10 34 Contract of employment content The following headings are used by a major High Street retailer in their sales assistants’ employment contracts * Parties to the contract Date of commencement Place of work Salary Hours of work Overtime 18 March 2016 Holiday entitlement Sick pay Grievance and disciplinary procedures Notice periods Employee discounts © easilyinteractive.com 2006-10 35 Contract of employment task – Climate Clothing Draw up an employment contract for the new recruit using the headings below Don’t worry too much about trying to write clever English – keep it straightforward * Parties to the contract Date of commencement Place of work Salary Hours of work Overtime 18 March 2016 Holiday entitlement Sick pay Grievance and disciplinary procedures Notice periods Employee discounts © easilyinteractive.com 2006-10 36 Training 18 March 2016 © easilyinteractive.com 2006-10 37
