2.5.2 effective recruitment

Why is recruitment so important to a firm?

• need the right person with the right qualifications and skills

• → in order to promote a quality service or product

• → customer satisfied

• repeat business / loyal customer

• furthermore = good reputation

but

• recruitment is expensive for firms →advertising, time, management taken away from core role to interview

• if they get the wrong person for the job

• → money wasted, costs increase

• → wrong person could change firms reputations, decreases sales and increases costs

different roles and responsibilities

• directors

• senior managers

• supervisors/team leaders

• operational staff

• support staff

directors

• make strategic decisions

• responsibility to run a business so that it is successful for all stakeholders

• sometimes make decisions when times are hard to withhold dividends or pay low ones →using a small profit may cause long term problem for business

senior managers

• higher level of business

• deal with tactical day to day decisions for business

• often appointed by board of directors to help meet business objectives

supervisors / team leaders

• person in first line of management who monitors and the regulates employees in their performance of assigned / delegated tasks

• usually authorised to to disciplining, rewarding tec regarding employees in their departments

• in charge of all employees on shift

operational staff

• take care of the day to day runnings of business

• not involved in strategy / management of business

support staff

• carry out a specific role which helps the business to run / organisation to function

• → eg teaching assistants

stages of how a business recruit people (documents)

1. the business identifies the need for a new member

2. the business writes a job description for the job vacancy

3. the business writes a person specification for the job vacancy

4. the business writes an advertisement for job vacancy

5. the business receives application forms and CVs form candidates for job vacancy

6. the business interviews the best candidates for the job

7. the business offers the successful candidate the job and contract

Stage 1:the business identifies the need for a new member

• e.g. an employee leaves -. this creates a job vacancy that needs to be filled

• reasons someone would leave : retires, dismissed, maternity/paternity leave, long-term sickness, new job / promotion

• business needs new workers of uplift in demand / expansion

• department / function = HR (human resources) →deal with recruitment and training

Stage 2 : the business writes a job description for the job vacancy

• document: job description

• job title, department, who you report to / who your responsible for , pay / hours and main tasks

Stage 3 : the business writes a person specification for the job vacancy

• document : person specification

• sets out qualities, qualifications, experience, skills of perfect candidate

• essential and desirable qualities

Stage 4 : the business writes an advertisement for job vacancy

• social media eg Linked In

• websites

• posters/billboards

• Indeed (recruitment agency) → expensive

• newspapers (print and digital)

Stage 5 : the business receives application forms and CVs form candidates for job vacancy

• CV: education, qualification, skills, experience, referees

• application form = specific to job / company → asks questions in set format

• shortlisting → check person specification essentials (desirables)

Stage 6 : the business interviews the best candidates for the job

• once shortlisted the candidates will be called in for an interview

• could be on phone sometimes more than one person interviewing = panel

• interviews aren’t used in isolation

• also use assessment/s

• practical tasks related to task

• personality assessment

Stage 7: the business offers the successful candidate the job and contract

• once a business has completed successful interview they will decide on who the successful candidate is

• a contract must be issued within 3 months of starting the jobs

positives of internal recruitment methods

• cheaper

• less training needed

• faster process

• reduce risk of mistake → you know them already

• employees motivated because they want the promotion

negatives of internal recruitment methods

• creates another vacancy

• might not have skills set

• might ‘group think’

positives of external recruitment

• more applicants to choose from = more likely to get a good applicant

• brings in new skills + ideas

• can reduce tension as outside means les competition internally

negatives of external recruitment

• more expensive = advertising + agencies

• expensive as new employees need training

• higher risk = don’t know ability

• time increased = more expensive/ high costs

• resentment / clash with existing workers

• dangers of not fitting in with company culture

• demotivates current employees