1 / 10

Recruitment

Recruitment. The recruitment process. The recruitment process is the steps involved when recruiting a new member of staff. Why have a process?. So all staff do the same thing. So that the best candidate is appointed.

pegg
Télécharger la présentation

Recruitment

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Recruitment

  2. The recruitment process The recruitment process is the steps involved when recruiting a new member of staff.

  3. Why have a process? • So all staff do the same thing. • So that the best candidate is appointed. • So that the process is efficient (recruitment is expensive) and gets the best result. • So that recruitment is legal and ethical.

  4. The law and ethics • The law states there must be no discrimination – everyone must have the same opportunity regardless of race or sex or disability. • Ethical recruitment means there is no favouritism – eg all candidates are treated the same and asked the same questions.

  5. Identify the vacancy Draw up a job description Draw up a person specification Advertise the vacancy Shortlist the candidates Interview the applicants Select and appoint the best candidate Steps in the process

  6. First steps • Agree the vacancy – not all vacancies are filled and sometimes a job may be changed before it is advertised again. • Draw up the job description – listing the job title, salary, main duties and responsibilities of the job holder. • Draw up the person specification – listing the essential and desirable skills, qualifications and attributes of the person.

  7. Next steps • Advertise the vacancy – decide where to advertise it. State the job content and the skills, qualifications and attributes required. Say how to apply for the job. • Shortlist applications – select the best applications for interview (usually 5 or 6 maximum).

  8. Finally . . . • Interview the applicants (may include tests and questions) and ‘score’ their performance • Select the best candidate (the top scorer/one who will fit in best with other staff) • Offer the job • If offer accepted, notify unsuccessful candidates.

  9. Differences in processes • In a large organisation, recruitment is undertaken by the Human Resources department. Managers are involved in filling vacancies in their own area. • In a small firm, recruitment is overseen by a manager or supervisor – to ensure the candidate will ‘fit in’.

  10. Analysing and evaluating recruitment processes A good process will result in: • Appropriate job descriptions and person specifications • A clear, appropriate advertisement • A straightforward process for candidates • In-depth interviews by experienced interviewers • Fair treatment for all candidates • The best person being offered the job • Unsuccessful candidates treated courteously

More Related