UNIT 5: RECRUITMENT
1, Recruitment: the process from identifying that the business needs to employ someone up
to the point at which applications have arrived at the business
2, Employee selection: the process of evaluating candidates for a specific job and selecting
an individual for employment based on the needs of organization
3, A job analysis: identifies and records the responsibilities and tasks relating to a job
4, A job description: outlines the responsibilities and duties to be carried out by someone
employed to do a specific job
5, A job specification: a document which outlines the requirements, qualifications,
expertise, physical characteristics, etc for a specified job
Internal/ external recruitment
On/off the job training, induction training
UNIT REVIEW
1, What are the different stages of the recruitment and selection process?
Vacancy arises Job analysis Job description Job specification job advertised in appropriate media application forms
2, How do you draw up a job description and job specification
Once the job has been analyzed, a job description will be produced. A job description will be
produced. A job description has several functions: It is given to the applicants for the job so
they know exactly what the job entails. It will allow a job specification to be drawn up, to see
if the applicants “match up to the job”, so that people with the right skills will be employed.
Once someone has been employed, it can show whether they are carrying out the job
effectively. If a dispute occurs about the employee’s tasks, the job specification can be
referred to in order to settle these questions
Once a job description has been drawn up, the qualifications and qualities necessary to
undertake the job can be specified. This list of desirable and essential requirements for the
job is called a job, or person specification
3, How do you choose suitable ways of advertising a vacancy - either internally or
externally
If the job is to be filled using internal recruitment, then the advertisement could be placed on
the staff notice board, emailed to all staff, or included in a workplace newsletter
If external recruitment is being used, then the advertisement could be placed in local or
national newspapers and specialist magazines, depending on the nature of the job. If it is for
middle and senior management jobs, or jobs requiring a specialist skill, then advertising
nationally will probably attract more, better quality, applicants than local advertising.
Unskilled or semi-skilled job vacancies will probably be filled from the local population, so
there is no need to advertise nationally
4, How important is training? And what are different types of training
Training is important to a business as it may be used to introduce a new process or new
equipment, improve the efficiency of the workforce, provide training for unskilled workers to
make them more valuable to the company, decrease the supervision needed, improve the
opportunity for internal promotion and decrease the chances of accidents
5, What is induction training? on the job training ? off the job training
Writing: Discuss the advantages and disadvantages of using both internal and external
recruitment methods for filling job vacancies within a company. Include specific examples in
your discussion.
Discuss the importance of each type of training (induction, on-the-job, off-the-job) for new
employees. Explain how each type contributes to successful employee onboarding and
development.
