Recruitment, Selection

and Training of
Employees
 In this chapter, you’ll learn about:
• Methods of recruiting and selecting
workers
• The importance of training
Contents • Methods of training
• Reasons for reducing the size of the
workforce
• Legal controls over employment
 Recruitment
The process from
identifying that the
business needs to employ
someone up to the point
at which applications
have arrived at the
business
 Why do businesses recruit?
Reasons for • To replace staff who have left or been
promoted
Recruiting • Bring in staff with new skills
• Recruit more staff as business expands
 Internal Recruitment is whereby a business promotes staff
or moves workers from one job to another within the
company.

Advantages

● Saves time and money – Don’t need to spend money on

advertising the job vacancy
Recruit ● Applicants ‘know’ the firm
● The business knows the strengths/weaknesses of
INTERNALLY applicants
● Motivates other workers (chance for them to get
promoted)
Disadvantages

● Applicants may not bring in new ideas

● Promoting an employee may make other employees
jealous and demotivated
● Missing better candidates outside the business
 External Recruitment is where a business
recruits someone who is not an existing
employee and will be new to the business.
Advantages
● New ideas from new workers
Recruit ● More likely to hire someone who matches
job specification
EXTERNALLY
● Avoid the risk of upsetting workers from
internal promotion
Disadvantages
● Expensive – need to advertise job
● Demotivating for internal candidates
● Taking longer to fill the vacancy
 External
Local newspaper

National newspaper
Medium of
Recruitment Recruitment agencies

Job centres
 Internal
News letter
Staff Email
Medium of
Meeting
Recruitment
Notice Board
Word of mouth
 Molly is the Human Resource Manager for
Coggins Plastics (CP). CP has two vacancies:
1 Machining supervisor.
2 Factory manager.
Activity Molly and the Operations Director are
(p. 107) considering which method of recruitment to
use to fill both of these vacancies.

Recommend whether internal or external

recruitment should be used to fill these posts.
Justify your recommendation.
Recommend whether internal or external recruitment should
be used to fill these posts. Justify your recommendation.

ⓘ Start presenting to display the poll results on this slide.

 Stages of
Recruitment
and Selection
 Stage 1: Job Analysis
A process that identifies the content of a job in terms of the activities involved
and the skills, experience and other qualities needed to perform the work.

It also identifies the main job requirements.

 Stage 2: Job Description
A list of the key points about a job, job title, key duties, responsibility and
accountability:
❑ Job title - for example, Sales and Marketing Executive.
❑ The main duties of the post - for example, plan and carry out marketing
activities to agreed budgets and timescales.
❑ Responsibilities - who the job holder is responsible for supervising/managing.
❑ Accountability - who the job holder reports to.

It will be sent to anyone interested in applying for the job and should help to
attract the best applicants for the job.
Stage 2: Job
Description
 Stage 3: Person Specification
A list of the qualifications, skills, experience and personal qualities looked for in
a successful applicant.

Some businesses provide applicants with a person specification to help them

understand the type of person they are looking for and hopefully attract only
those applicants with the right level of skills, experience and personal qualities.

Other businesses use the person specification to help in the selection process.
 Stage 3:
Person
Specification
 Activity
In pairs, go to https://jobsgo.vn/ to find a job post related to your interests.

Identify job description parts and person specification parts from the job post.
 Stage 4: Advertising a Job
Internal recruitment: advertisement could be placed on the staff notice board,
emailed to all staff, or included in a workplace newsletter.

External recruitment: advertisement could be placed in local or national

newspapers and specialist magazines.
Advertising in national newspapers is always much more expensive and would be a
waste of money if the job is likely to be filled by a local applicant.

Many businesses now include details of any job vacancies on their websites.

Some businesses might also use specialist recruitment agencies.

Adv: complete recruitment service → save managers’ time.
Disadv: expensive to use.
Stage 4: Advertising a Job
 Stage 5: Sending out application forms
Once the job has been advertised, the
business will need to send out further
details and application forms to people
who have shown an interest in
applying.

Those who decide to apply will

complete and return an application
form or send a curriculum vitae -
known as a CV - whichever the
employer requests.
 Stages 6-7: Receiving applications &
shortlisting applicants
Shortlist – a list of candidates who are chosen from all of the applicants to be
interviewed for the job.

The Human Resource Department and manager of the department where the vacancy
exists will look through all the applications.

They will compare the information on the application forms or CV with the job
description and person specification to produce a shortlist of applicants for interview.
 Stages 8: Interviewing shortlisted candidates

Testing – Applicants may

be required to undertake
tests to check their ability Interview – Find out information about
to do the job. candidate’s abilities and personal qualities

Purpose of interview

1. Find out if applicant has the ability to do

Type of tests the job
• Skill test – to observe the candidate’s skills 2. Personal qualities about the applicant
• Aptitude test – to see how quickly 3. To see if the candidate will ‘fit in’ with
candidate can learn new skills
the culture of the business
• Personality test – to see if their personality
has the characteristic that the job may
require
• Group situation test – to see how
candidate(s) works as a team
 Stage 9: Selecting the right candidate
Following the interviews and results of any test, the interview panel will select who
they think is the best applicant for the job.

The applicant will receive a formal job offer in writing, although they might first receive
a phone call offering them the job.

Once they start work, they will be given a contract of employment and induction
training.
 Part-time workers will work shorter hours per week
and, in many cases, only when they are needed.
Advantages

Employing ● Have more employees during busy periods

● Flexible working hours
part-time ● Less expensive than hiring full-time employees
workers Disadvantages
● Workers are less trained than full-time employees
(because their job is temporary)
● Less committed to the business (temporary job)
● More difficult to communicate with part-time
workers when they are not at work
 In this chapter, you’ll learn about:
• Methods of recruiting and selecting
workers
• The importance of training
Contents • Methods of training
• Reasons for reducing the size of the
workforce
• Legal controls over employment
 The importance of training
Why train Trained workers are more productive
employees?

Training Decrease the amount supervision

required
workers
May lead to job satisfaction

Reduce accidents and injuries

Improve chances for internal promotion

 Induction training – Introduction given to a new employee
explaining the company’s activities and procedures and
introducing them to other employees.

Advantages
Induction
• Helps new employee settle in
Training • Health and safety training may be required

Disadvantages

• Time consuming (delays the start of employee’s work)

• Wages are paid but no work has been done by the
employee
 On the job training – Experienced worker
teaches new worker how to do the job.

Advantages
On the Job • Training is cheap
• Training is specific for their job
Training • Work can be done while training

Disadvantages

• The trainer will not be getting work done.

• Training won’t be effective if the trainer is bad
 Off the job training – Training taking place off
the job (not being trained while doing job)

Advantages

Off the Job • Trainers are experts (Skills can be taught)

• Training can be done outside of working hours (in
Training employee’s own time)

Disadvantages

• Off the job training is expensive

• Worker may receive training paid by business and leave
• Training may not be specific for the job
Activity 8.5 (p. 116)
Evaluate the advantages and disadvantages to Ravinder of
each method of training. Recommend which method Ravinder
should use.

ⓘ Start presenting to display the poll results on this slide.

 In this chapter, you’ll learn about:
• Methods of recruiting and selecting
workers
• The importance of training
Contents • Methods of training
• Reasons for reducing the size of the
workforce
• Legal controls over employment