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Human Resource Management. Human Resource Management. RECRUIT, TRAIN and USE the workers in the most productive manner to meet the organisations objectives . Recruitment and Selection. What steps are involved in the recruitment and selection process?
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HumanResource Management • RECRUIT, TRAIN and USE theworkers in themostproductivemannertomeettheorganisationsobjectives.
What steps are involved in the recruitment and selection process? • How does a business identify a vacancy and then make people aware of it? • How is the right person selected for a position? • What legal and ethical rules affect the recruitment and selection process? Learning objectives
1. Identifying the vacancy The first step in the recruitment process is for the vacancy to be formally agreed between Human Resources and the department needing the employee. Recruiting staff costs money, so a business must only hire people it needs. Each department pays for its own employees from its budget, set by the Finance & Accounts function.
2. Writing a job description Larger businesses usually write a job description to specify what a role entails, for example: Innocent Ltd • Job title:Cowvan mechanic • Department:Operations • Hours of work:40 hours per week • Salary: £12,000 – £16,000 • Duties & responsibilities: • Fix mechanical problems with the ‘cow’ vans. • 2. Service, maintain and clean the vans regularly. • 3. Keep records logging all problems and fixes to the vans.
3. Writing a person specification Larger businesses will often write a person specification for a vacancy to identifywhat they are looking for in applicants. A person specification can help a business to compare applicants by using it as a set of criteria. It will usually include: • qualifications(necessary and desirable) • experience (what jobs they should have done before) • skills (teamwork, good organization, typing, etc.) • attributes(personal qualities and characteristics). How would a person specification help the applicants apply for the job?
4. Advertising the vacancy The business needs to make the vacancy known to potential applicants. This can be done by paying a recruitment agency to find applicants, or through an advertisement, e.g.: • in the local or national press • in a Jobcentre • on a recruitment website • by a recruitment agency
What is included in a job advert? A job advert usually summarizes the details included in the job description: • the name of the business or organization • job title and (often) salary • a job description • how to apply. The type of job available and the business’s recruitment budget determines where the vacancy is advertised, and the language and style used within the advert.
Types of job adverts Find three job adverts from various sources and evaluate how effective they are.
5. Shortlisting the applicants Once the closing date has passed, the selection process begins. At this stage, an employee must look through the applications to select the best ones. A shortlistof possible candidates will be compiled, and they will be invited to attend interviews. The shortlist is drawn up by using the criteria in the person specification: qualifications, experience, skills and attributes – necessary, then desirable. The shortlisted candidates will be contacted by HR and asked to attend interviews.
6. Interviewing the candidates The interview is an opportunity for the employer to meet potential employees. It allows both parties to find out more about each other. It can be stressful for the applicants as they must impress the interviewers and compete with each other. Theinterviewers are usually trained employees, either from the HR department or the department with the vacancy.
In the interview The interview will usually involve a face-to-face meeting. For senior positions, the interviews can take place with more than one interviewer; these are called panel interviews. Typically, the interviewer will ask the candidate open questions – ones that cannot be answered with a ‘yes’ or a ‘no’ – to help determine whether the candidate is suitable. Applicants may also have to complete relevanttests, such as in English, maths, or typing, to check that they are capable of doing the job.
7. Selecting and appointing the candidate After the interviews, each candidate is reviewed and the business selects and appoints the most suitable person. Some businesses use a score sheet to rank how well the candidates have performed against a set of criteria – the one with the highest score is then selected; others take different factors into account, such as personality. Once the decision has been made, all of the applicants will be informed as to whether they have got the job or not.
Internal and external recruitment Sometimes a business will fill a vacancy through internal recruitment – by inviting existing employees to apply. Or it may fill it by external recruitment – by recruiting strangers. What are the advantages and disadvantages of internal recruitment? Use the table below to record your ideas. Advantages Disadvantages
Recruitment laws A business must treat all of the applicants for a job fairly to provide equal opportunities. It is illegal for a business to discriminate against people because of their sex, race, a disability or their age. These laws are designed to prevent discrimination in the workplace: • Sex Discrimination Act 1975 • Race Relations Act 1976 • Disability Discrimination Act 1995 • Age Discrimination Act 2006.
Ethical recruitment A business must not discriminateagainst any applicant because it is unethical and illegal. Many businesses want to be ethical towards applicants by training interviewers to: • not let initial appearance affect the way they interview applicants • not show favouritism towards applicants they know • treat the applicants in the same way by asking them the same questions.
Illegal or unethical? Now write down which law or policy should prevent each scenario from occurring.
Recruitment policy To reduce the possibility of applicants or candidates being treated unfairly, a business will write a recruitment policy.It will contain clear rules describing what must happen when staff are recruited. Employees who participate in the recruitment and selection process are trained to act legally and ethically. Larger businesses often post their recruitment policies on their intranetsand keep paper copies to make sure that the data is easily accessible.
Discuss the importance to a growing business of human resource planning. (12) P1 S2006
