RECRUITMENTRECRUITMENT

THE RECRUITMENT PROCESSTHE RECRUITMENT PROCESS

identify the vacancyidentify the vacancy

draw up the job descriptiondraw up the job description

draw up the person specificationdraw up the person specification

advertising the vacancyadvertising the vacancy

short listing the vacancyshort listing the vacancy

interview the candidatesinterview the candidates

select the best candidateselect the best candidate

identify the vacancyidentify the vacancy

why do vacancies occur?why do vacancies occur?

People retirePeople retire

Move jobs or to a new companyMove jobs or to a new company

Demand for the firm’s Demand for the firm’s products/services increases products/services increases

New technology introduced/new way New technology introduced/new way of working introducedof working introduced

the job descriptionthe job description

Once you’ve identified the job vacancy a Once you’ve identified the job vacancy a job description is drawn upjob description is drawn up

a detailed description of what the job a detailed description of what the job involvesinvolves

Includes the job title, tasks to be Includes the job title, tasks to be completed, responsibilities, working completed, responsibilities, working conditions e.g. holidays, place in conditions e.g. holidays, place in organisational structureorganisational structure

the person specificationthe person specification

Describes the ideal person for the jobDescribes the ideal person for the job

Sets out the qualifications and skills Sets out the qualifications and skills required for the jobrequired for the job

Experience and any other qualities are Experience and any other qualities are also listedalso listed

advertising the vacancyadvertising the vacancy

Often jobs are advertised informally by Often jobs are advertised informally by word of mouthword of mouth

Job adverts will also be placed on Job adverts will also be placed on company notice board, in local company notice board, in local newspapers and trade journalsnewspapers and trade journals

name of business, job title, duties, name of business, job title, duties, qualifications, salary will all be listed qualifications, salary will all be listed

short listing the vacancyshort listing the vacancy

Employer draws up a short list of Employer draws up a short list of candidates for the job (normally about 5 candidates for the job (normally about 5 people)people)

Based on their match with the person Based on their match with the person specification and the job descriptionspecification and the job description

interview the candidatesinterview the candidates

The most common way for selecting The most common way for selecting candidatescandidates

Face-to-face but rarely one-to-one, often Face-to-face but rarely one-to-one, often panels of up to 12 people are used!panels of up to 12 people are used!

Common sets of questions are asked to Common sets of questions are asked to candidatescandidates

Other methods include psychometric tests, Other methods include psychometric tests, aptitude tests etcaptitude tests etc

select the best candidateselect the best candidate

This is crucial if the business is to function This is crucial if the business is to function effectivelyeffectively

Productivity will be higher and the Productivity will be higher and the business more profitablebusiness more profitable

If the wrong person is recruited the cost If the wrong person is recruited the cost can be great both in profits lost and the can be great both in profits lost and the cost of recruiting replacementscost of recruiting replacements