Karthikeyan

1. Job Analysis

• The first stage of recruitment.

• Involves studying:

  • Tasks

  • Duties

  • Responsibilities of the job

• Easier if:

  • The job already exists.

• More detailed if:

  • The business is expanding, or

  • New skills are needed.

2. Job Description

A job description explains what the job involves.

Functions of a Job Description

• Given to applicants so they understand the job.

• Helps create a job (person) specification.

• Used to check if an employee is doing their job properly.

• Helps resolve disputes about job duties.

Typical Contents

• Job title

• Duties and responsibilities

• Conditions of employment:

  • Salary

  • Working hours

  • Pension

  • Staff welfare

• Training offered

• Promotion opportunities

3. Job (Person) Specification

• A list of essential and desirable qualities needed for the job.

Includes

• Educational qualifications

• Work experience

• Special skills or knowledge

• Personal qualities (e.g. teamwork, leadership)

4. Internal vs External Recruitment

Internal Recruitment

Filling the vacancy from within the organisation.

Advantages

• Cheaper and quicker

• Employee is already known

• No training needed on company systems

• Motivates employees (promotion opportunities)

Disadvantages

• No new ideas brought in

• Possible jealousy or rivalry

• Limited number of suitable candidates

External Recruitment

Filling the vacancy from outside the organisation.

Methods

• Local newspapers – unskilled or semi-skilled jobs

• National newspapers – senior roles

• Specialist magazines – technical jobs

• Online sites (e.g. LinkedIn)

• Recruitment agencies (expensive but effective)

• Government job centres – unskilled jobs

Advantages

• New ideas and skills

• Larger pool of applicants

Disadvantages

• More expensive

• Takes more time

• New employee may need training

5. Job Advertisements

When recruiting externally, businesses must decide:

• What information to include

• Where to advertise

• Cost and budget limits

Usually Includes

• Job duties

• Qualifications required

• Salary

• Working conditions

• How to apply

6. Methods of Application

Applicants usually apply by:

• Application form, or

• Letter of application + CV (Résumé)

Curriculum Vitae (CV) Includes

• Name and contact details

• Nationality

• Education and qualifications

• Work experience

• Responsibilities held

• Interests

• Referees

Letter of Application Explains

• Why the applicant wants the job

• Why they are suitable

7. Selection Methods

Interviews

• Most common selection method

• Used to assess:

  • Ability

  • Personality

  • Suitability for the team

• Types:

  • One-to-one

  • Panel interview (senior roles)

Other Selection Tests

• Skills tests – ability to do tasks

• Aptitude tests – ability to learn

• Personality tests – behaviour and teamwork

• Group tests – teamwork and leadership

References

• Opinions from referees about:

  • Character

  • Reliability

  • Honesty

• Usually confidential

8. Final Selection Decision

Factors considered:

• Work experience

• Qualifications

• Age (must follow anti-discrimination laws)

• Knowledge of the business (internal)

• External experience and skills

9. Rejecting Unsuccessful Applicants

• Inform them politely

• Thank them for applying