Appropriate recruitment processes for different types of businesses
Businesses of different sizes and different functions often have different processes and types of recruitment.
| Recruitment process | Small business | Medium and large business |
| Draw up a job description and person specification | These are usually drawn up by owners of small businesses. The owners will have the best understanding of who they need in the business | Medium and large businesses may have a human resources department that deal with creating recruitment documentation |
| Advertise | Advertisements in small businesses are likely to use smaller, cheaper types of advertisements. These include local newspapers, social media, and local job boards for example | Medium and large businesses are likely to have a larger budget for job advertisements. This may mean advertising on large job websites and in national newspapers |
| Applying for a role | These are likely to be through informal contact or the use of a CV | These are likely to be through an application form that is tailored to each business' requirements, or through a letter of application |
| Shortlist | A shortlist is often not required for a small business, as they may not have a large amount of applicants | More likely to receive a large amount of applications, shortlisting will be done by sifting applications from all applicants |
| Interview | Likely to undertake face to face interviews with a business owner. These may also be completed over the phone, as this is often easier and quicker | Could use any type of interview from face to face, telephone or online. Larger businesses that operate around the world are increasingly using online interviews |
| Alternatives to interview | Small businesses are less likely to require the use of alternative testing | May use a range of testing, group testing and role-play to help with the selection of applicants. Often there are a large number of applicants to test |
| Selection and appointment | This can take less time for small businesses | A decision on the best applicant may take days depending on the amount of applicants and the amount of people involve with the recruitment process |
| Recruitment process | Draw up a job description and person specification |
|---|---|
| Small business | These are usually drawn up by owners of small businesses. The owners will have the best understanding of who they need in the business |
| Medium and large business | Medium and large businesses may have a human resources department that deal with creating recruitment documentation |
| Recruitment process | Advertise |
|---|---|
| Small business | Advertisements in small businesses are likely to use smaller, cheaper types of advertisements. These include local newspapers, social media, and local job boards for example |
| Medium and large business | Medium and large businesses are likely to have a larger budget for job advertisements. This may mean advertising on large job websites and in national newspapers |
| Recruitment process | Applying for a role |
|---|---|
| Small business | These are likely to be through informal contact or the use of a CV |
| Medium and large business | These are likely to be through an application form that is tailored to each business' requirements, or through a letter of application |
| Recruitment process | Shortlist |
|---|---|
| Small business | A shortlist is often not required for a small business, as they may not have a large amount of applicants |
| Medium and large business | More likely to receive a large amount of applications, shortlisting will be done by sifting applications from all applicants |
| Recruitment process | Interview |
|---|---|
| Small business | Likely to undertake face to face interviews with a business owner. These may also be completed over the phone, as this is often easier and quicker |
| Medium and large business | Could use any type of interview from face to face, telephone or online. Larger businesses that operate around the world are increasingly using online interviews |
| Recruitment process | Alternatives to interview |
|---|---|
| Small business | Small businesses are less likely to require the use of alternative testing |
| Medium and large business | May use a range of testing, group testing and role-play to help with the selection of applicants. Often there are a large number of applicants to test |
| Recruitment process | Selection and appointment |
|---|---|
| Small business | This can take less time for small businesses |
| Medium and large business | A decision on the best applicant may take days depending on the amount of applicants and the amount of people involve with the recruitment process |
