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Applied Business: The Recruitment Process

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Introduction

Applied Business: The Recruitment Process Recruitment is the process in which suitable employees are hired to work for a business. This is done when there is a vacancy for a job within the business which could be due to the expansion of the business, employees being promoted or employees being fired or passing away. Another reason for a business needing to recruit is if an employee has a change of job role. This leaves a role open in the business which can be taken on by someone already in the business or by recruiting somebody. The recruiting within a business is usually carried out by the human resources department of the business or the boss of the business depending on the size of the business or the job role that needs to be filled in the business. The H.R department can measure an 'ideal' candidate by using the attributes of somebody already working within the business. Recruiting can be done either internally by recruitment within the business, or externally by recruiting people from outside the business. By recruiting internally from within the business the advantages would be that you will already know the employee and how hard they work and if they deserve the promotion to fill the gap in the business. The only downside to this is that the business would not be expanding and there may be another gap in the business that was the promoted employee's old job. On the other hand, by recruiting externally there will be some expansion of the business and possibly a better candidate for the job. ...read more.

Middle

Businesses have to be very careful when writing a person specification as they cannot discriminate between applicants. This means that cannot say what kind of people that you don't want. You can only describe the person that you think is suitable. An example would be that the physical make-up of the candidate should be fit and healthy, but you cannot say no fat people should apply. Another part of the person specification would be the attainments that the candidates will need. This could just be some certain GCSEs or possibly a degree the candidate will need to carry out the job sufficiently. There will also be a part saying what skills the candidate may need in the job, such as good arithmetic skills or people skills if they using a phone. The employer may also specify some interests that may be needed in the applicants. These are usually relevant to the job being applied for. In the more important jobs within a business, the person specification may include some previous experience that the candidate may need. All of these things are likely to appear in a person specification, although they may not all be essential for candidates. Each part of the specification is labelled with either an 'E' or a 'D'. If a part is marked with an 'E' then the employers see it as essential for the candidate to be able to do the job and if marked with a 'D' then the employers would see it as desirable within a candidate. ...read more.

Conclusion

This also means that each candidate will be interviewed the same and will not be marked any harsher than another candidate. This again is not essential but may make the interviewing process easier. Other types of interviews can include having a panel of employees that interview the candidate or a '2 on 1' type where one person is rude and the other is polite to see how the candidate handles both of them and how they can cope with stress. Some interviews may require the candidate to do an aptitude test to see how well suited the candidate is for the job. This is usually only in jobs where it is needed and employees will need to be well trained to control equipment or vehicles. After deciding upon the perfect candidate for the job it is then time to offer them the job. JOB/CONTRACT OFFER Now that the applicant has been decided you can move onto offering them the job or contract. This doesn't mean that they are hired so you may want to keep the records of the other applicant's interviews in case the chosen applicant declines the offer. If so you can then offer the job to the second best candidate. If the applicant accepts the job then the employer will need to produce a contract within four months to say that they are working for them. If the contract is not produced then the employee is working illegally. After the reply from the job offer the employer can move onto the induction process to see how the new recruit copes with the job. ?? ?? ?? ?? ...read more.

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