Recruitment and selection of employees - AQAMethods of recruitment and selection of employees

A business will go through a number of stages known as the recruitment process:

1. Identify job vacancy using job analysis.
2. Write a job description and person specification.
3. Advertise the job vacancy.
4. Collect the applications.
5. Shortlist the applicants.
6. Select a successful candidate.
7. Appoint them the role.

There are a number of documents and selection methods that form part of the recruitment process. Documents include a job analysis, person specification, job description, application form and CV. Selection methods include elements such as interviews, testing and assessment centres.

Job analysis

The first step of the recruitment process is job analysis. This is when a business collects and interprets information about a job vacancy to make sure the managers of the business know the type of person they need to recruit.

Person specification

A person specification is a document created by a business that wants to fill a vacancy. This document provides information about the type of person the business wants to hire. A person specification includes details about the educational background, skills and experience the business wants applicants to have.

Often, a person specification is split into two sections – ‘essential’ and ‘desirable’. If a skill or experience is essential, a person must have it in order to apply for the role. An example could be experience in a similar role or a certain qualification. However, if something is classed as desirable, it is not a necessity for the role, although it may give applicants a better chance of getting the job. An example could be having a master’s degree.

Job description

A job description is another document produced by a business that wants to fill a vacancy. Its main purpose is to list all of the duties that are required in the role. A job description may include the job title, rate of pay or salary, hours of work, location of work, all duties included in the role and whom the new employee would report to in the business.

Application form

An application form is completed by a potential employee applying for a job. Application forms include a series of questions for an applicant to answer, and a section for applicants to write about why they are suited for the job. This allows a business to learn more about the applicants and their experiences. Sometimes, instead of completing an application form, a potential employee is asked to write a letter of application (also known as a cover letter). In a letter of application, applicants must demonstrate why they should be employed to fulfil the job role.

CV

A CV (or ‘curriculum vitae’) is a document that applicants complete and submit alongside a job application. It is a personal document that includes information about an applicant’s skills, experience, qualifications and hobbies. This document is used by a business to decide whether applicants match the requirements of the person specification. Some roles only require a CV, with no application form, as this may encourage more applicants to apply.

Selection

After the closing date for applications, the business must select the best applicants. The first step in this process is to produce a shortlist, this is completed by reading through applications and deciding which ones meet the needs of the business. Once a business has chosen a shortlist, they may choose the best applicant through a number of further selection methods.

Interviews

Interviews are the most common form of selection. These are meetings, either face-to-face, via telephone or through a video link between the employer and the applicant, where questions are asked to assess how suitable an applicant is for the job role. Some businesses undertake group interviews, where a number of applicants will be interviewed at the same time.

Psychometric tests

Psychometric tests are designed to measure aspects of an applicant’s personality by asking a series of multiple-choice questions. Businesses use the results to judge which applicant is most suitable for the job and who will fit in best in the workplace.

Assessment centres

Businesses also assessment centres to select employees. In an assessment centre, applicants will be asked to complete a number of tasks such as role-play, psychometric tests, interviews and practical tasks.

Internal recruitment

Internal recruitment is when a business fills a job vacancy with an existing member of staff. This could be as a promotion to a higher position or a transferring an employee to a different area of the business. Job vacancies may be advertised via word of mouth, employee newsletters, staff noticeboards or internal emails or intranet.

Advantages of internal recruitment

Some of the advantages of internal recruitment might include:

• applicants already have an understanding of the business and how it works
• applicants already know their co-workers
• promoting employees to a more senior role may increase motivation
• no need for expensive advertising, recruitment and selection processes

Disadvantages of internal recruitment

Some of the disadvantages of internal recruitment might include:

• limited number of applicants, so the firm may miss out on a better applicant externally
• the business may have to pay for training to ensure the employee has the skills needed for the job