Higher Administration

1. Higher Administration LO3 – Recruiting, developing and supporting staff

2. The LO3 unit • Recruitment and selection • The recruitment process • The selection process • Performance management • Training and development • Continuous professional development • Staff support systems

3. Learning intentions By the end of the lesson you should be able to: • Identifyand discuss the steps involved in the recruitment process. • Identify various forms of testing. • Applyknowledge to online tests. • Applyresearch skills to further develop knowledge. • Identify advantages and disadvantages of internal and external recruitment. • Explain how to ensure the best candidate is selected.

4. Recruitment vs selection • Recruitment – attract people to apply • Selection – selecting the right person for the vacancy

5. How can effective recruitment help ensure organisational success? • All roles should work together to drive the business objectives. • Need to ensure the right number of people are in the right jobs at the right time. • To do this, a structured process for recruitment and selection to attract applicants for both managerial and operational roles is required.

6. The steps to recruitment

7. The recruitment process • Job analysis – does a job exist or could it be covered by existing members of staff? • Job description – duties, responsibilities, location of job. • Person specification – word picture of ideal candidate – skills, qualities and attributes.

8. The recruitment process • Advertise – internally or externally. • Applications – receive applications. • Select interviewees – match applications against job description and person specification. • Conduct interviews – panel ask same questions of all candidates. • Notify successful then unsuccessful candidates.

9. Testing Prior to, as part of or after the interview, candidates may be tested in a variety of ways: • practical – to check competence • medical – health and strength – police/army • general ability/aptitude • personality - traits, behaviours, attitudes.

10. How does the organisation recruit? In-house (internally) • Staff notice boards, newsletters, intranet. External • Newspapers, job centres, trade journals, company website.

11. Internal recruitment Advantages • Encourages career development • Shortens induction training • Track record already established • Quicker and less expensive Disadvantages • Limited number of applicants • External candidates may be of better quality • Creates another vacancy to fill

12. External recruitment Advantages • Larger number of applicants • Candidates often of better quality • Can bring fresh ideas to the business Disadvantages • Expensive to advertise vacancy • Time-consuming selection process Most businesses use both internal and external methods to give equal opportunities to all.

13. Direct/recruitment agencies Direct • Contact potential candidate directly – also known as headhunting. Recruitment agencies • Specialise in recruiting for various sectors. • Can be costly as take percentage of candidate salary, but better guarantee of suitable candidates.

14. Advertising externally – who can help? Job centres Employment agencies Headhunting Careers service Advertising agency

15. If we get it wrong? Wrong appointment can lead to problems: extra training (time and money) • Recruit doesn’t have skills or experience required increased staff turnover (time and money) • Staff leave for better-suited jobs – organisation has to go through the process again

16. Making sure we don’t get it wrong • References - potential candidates provide references. • Employer – before appointing successful candidate contacts references to ensure honest information has been given.