Recruitment & Selection

Recruitment & Selection
By Daksha
What is  Recruitment is the process of identifying the requirement to
recruitment? & employ someone in the organization and fill vacancies
employee  Employee selection is the process of matching a person's skills

and qualifications to the job description
selection
 Recruitment and employee training are the most known
responsibilities of the human resource department
 However, there are several other roles such as
 Training programmes
The work of the  Wages and salary
human resources  Health and Safety
department  Industrial relations
 Redundancy and dismissal
 When there is a new business startup looking for employees
 When a successful business wants to expand and needs more
When does employees
recruitment  If an employee leaves their job and needs to be replaced
need to take Recruitment helps the business to assess the role of employees
and the nature of their jobs and future workforce requirements.
place? The responsibility of recruitment is undertaken by the human
resource department or managers.
Vacancy arises
Vacancy filled Job analysis
The recruitment
process Interviews &
selection
Job description
Application &
Job advertised
Shortlisting
There are two types of recruitment:
Internal
Types of
recruitment
Recruitment
External
Advantages Disadvantages
It is quicker and cheaper No new ideas or experience enters

the business, hence the business is
unable to progress fast
Reliability, ability and There is rivalry amongst workers,
Internal potential of the employee are

known to the business
creating jealousy
Recruitment
The employee has the know- The quality of candidates might be
how of how the organisation low
operates
It motivates employees
 Some businesses may opt for external recruitment, this involves
advertising the vacancy beyond the business. There are several
ways to do this
 Local & National Newspapers
External  Specialist Magazines
Recruitment  Online Recruitment Sites
Methods  Social Media (e.g.: LinkedIn)
 Recruitment Agencies
 Centres Run By The Government
Advantages Disadvantages
There are a larger pool of The cost of employment

candidates increases
Fresh ideas and perspectives It is a time- consuming process

External
Recruitment Encourages competitiveness, Employees need additional
Pro’s and Con’s increasing efficiency training and lack business
know- how
Greater efficiency, leads to a Employees need time to fit in

greater growth for all
 When advertising vacancies in an organization, the business
must ask itself the following questions
Job  What should be included in the advert
advertisements  Where should the advertisement be placed
for external  Is the advertising cost within the budget of the human resources
recruitment department
 Applicants usually apply in writing, either by filling in an
application form or letter and submitting their resume or C.V
Methods of containing details of their qualifications, experience and

qualities.
application  The applicants that best match the job specification will be
invited for the interview (selection stage )
 The resume must be clear and contain the following details:
Name, address, telephone number, email address, nationality,
Contents of job education, qualifications, work experience, positions of
application responsibility, interests and referees.
form and  The letter of application must include:

 Why the applicant wants the job
Resume  Why the applicant feels that they are suitable
 Selected applicants would have provided their name, address
and referees
 Referees are individuals who are asked to provide their opinion
on the applicant’s character. Their opinion is always
confidential
Methods of  Interviews are the most widely used form of selection
Selection  The main purpose of an interview is:

 Assess the applicant’s ability to do the job
 The applicant’s qualities
 The general personality and character of the applicant
 Interviews can either be one-to-one, two-to-one or a panel of
individuals to interview the applicant
 In some interviews, businesses include the following tests:
 Skill tests that show the ability of the candidate
 Aptitude tests to show if the candidate’s potential to gain
Interviews additional skills
 Personality tests are used to check if the candidate can handle
stress
 Group situations are given to see if candidates are capable of
working in teams.
 A business chooses who to employ based on several factors
such as:
1. Work experience
How do 2. Education and other qualification are essential to fill in the
businesses post of a skilled worker (e.g.: Doctor or Lawyer)
choose who to 3. Age: businesses are very careful to not break any age
discrimination laws in their country
accept? 4. Internal & external understanding, meaning understanding
how the business operates and if the worker has any extra
skills gained outside the business.
 When a suitable applicant has been accepted, the unsuccessful
Rejecting applicants must be informed about the decision, by emailing
them or directly calling them
unsuccessful  The business must thank the applicant for applying and wish
employees them the best for future endeavours.

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Recruitment & Selection

employee  Employee selection is the process of matching a person's skills

recruitment  If an employee leaves their job and needs to be replaced

Vacancy filled Job analysis

It is quicker and cheaper No new ideas or experience enters

Reliability, ability and There is rivalry amongst workers,

Internal potential of the employee are

There are a larger pool of The cost of employment

Fresh ideas and perspectives It is a time- consuming process

Greater efficiency, leads to a Employees need time to fit in

Methods of containing details of their qualifications, experience and

form and  The letter of application must include:

Methods of  Interviews are the most widely used form of selection

Selection  The main purpose of an interview is:

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