• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Recruitment and selection

Extracts from this document...


Recruitment and selection Available vacancy Vacancies for jobs exist in businesses for one of the reasons below: > A new job becomes available because of the expansion of the organisation. When the economy is growing and people are becoming better off organisations take advantage of that and expand their operations. To do this they may take on extra employees. This is more likely to create new jobs, preferring instead to use other methods listed below under 'alternatives to filling a vacancy'. > Someone in the organisation has retired > Someone has been dismissed > Internal promotions have occurred- the vacancy arises because the previous holder has been given a better job either in the same business or establishment. This is dealt with below under 'filling the vacancy- internal candidates. > Someone has died- Some employees may die during their working lives. > There is a restructuring of the business, which means there are gaps to be filled in the organisation > Someone has left because they have found a better one or don't like there job. Alternatives to filling a vacancy Human resources management departments are under constant pressure to justify the filling of a vacancy because it will save the organisation money if they do not. There are several alternatives to filling a vacancy, all with benefits and all with disadvantages too: > overtime by the remaining employees > restructuring of the work > employing part-time staff > more use of machinery/technology At this critical stage it is important that the human resources manager looks critically at the job description and person specification for this vacancy. ...read more.


People that apply for jobs will be sent a job description along with an application form and a personal specification. Main features of a job description- 1. The job title 2. The location of the job 3. A brief outline of what the employing organisation does 4. The main purpose of the job 5. A detailed list of the main tasks required 6. The standards that the job holder will be required in the job 7. Pay other benefits 8. Promotion prospects 9. The person to whom the job holder reports 10. The person(s) who report(s) to the job holder. This day's employees are expected to be more flexible and to be able to do a wider range of work. This shows that point 1 tends to be broader than it used to be. Advertising the Job Before writing the advertisement the employer must determine exactly what is wanted from the job being advertised. To ensure this the employer must look carefully at the person specification, what type of person is required, job description, what the person will be required to do in the job, before writing the advert. Ikea Part-time Human Resources Administrator 26 hours per week To maximise your HR initiatives to strengthen our vision, business idea and HR idea to make IKEA the best retailer to work for in the UK market. You will provide administration support to the small HR team including preparing contracts, logging and following up job applications and taking responsibility for monitoring the sick procedure. ...read more.


Interviewing- interviewing has to be conducted in an appropriate manner for the business if it is not the business may get a bad name from it. To prevent this most businesses follow these simple rules- > The interviewer must ask 'what are my objectives? What im a looking for? How will I phrase the question I am going to ask? The interviewer must be able to fill in the gaps that the CV and application form didn't answer. > Decide if the vacancy requires just one interviewer or two. It could even have a panel of up to 4-5 interviewers. There are advantages and disadvantages to each approach. 1. 'One on one' interviews put applicants at ease so that they will talk more naturally the problems are that - A single interviewer lacks range - A single interviewer is more likely to suffer from bias and can be highly prejudiced. - Mirror imaging favouring candidates who are like them. - 'Halo' effects favouring candidates who have particular attractive characteristics even if those characteristics have little bearing on the job applied for. - 'Horns' effect opposite to above. Tests Nowadays it is increasingly common for employers to expect job applicants to carry out tests this is to give a fuller picture of their ability for the job applied for. These are usually referred to as aptitude tests. They are appropriate for manual work where there is some skill involved and also in office work where applicants might be required to take short typing or word processing test. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Staff training is very important to all businesses, including IKEA because:

    skills and knowledge to train, this would mean that the training will not be done to a sufficient standard * The trainer may not be given the time to spend with the employee to teach them properly, which would mean substandard training has been achieved and learning has only been

  2. Tesco Recruitment and Selection

    * Personal attributes- this explains to the company what the employee is like. It informs them of the employee's intelligence, ambitions, skills and appearance. * Special abilities- this explains to the company of any new unique skills that the employee has.

  1. Human Resource Management - Recruitment and Selection

    Stage Two - Notifying applicants Once the selection process from the applicants has taken place, the final step is to notify the chosen applicants of the arrangements for the selection procedures, and the rejected applicants that they have not been chosen.

  2. Recruitment and selection for Sainsbury's.

    Organisational identity. This may be in the form of a logo (or simply the name of the organisation). A good job advert, while providing prospective candidates with helpful information, also helps to discourage applications from people who do not have the required qualifications for the job.

  1. Analysis of a Contract Specific Organisation

    As part of our measurement process we will solicit that feedback by routinely issuing random customer satisfaction surveys. The information received will be very useful in establishing a continuous improvement programme, both in terms of our own performance and those of the contractors we manage.

  2. Managing Human Resources in Marks & Spencer.

    service to stay with the company therefore linking the leaving rate with the length of service. Number of staff leaving with more than 1 year's service Stability index = x 100 Number employed 1 year ago The advantage of knowing about the current labour force of an organisation enables it

  1. The stages involved in recruiting new staff.

    Some businesses may only ask candidates for a copy of their CV. This may be because they believe that all they need to know about the candidate will be in their CV. Another reason may be that an application form with extra questions will be unnecessary for the recruitment process.

  2. Identify how two organisations plan recruitment using internal and external sources

    The vast majority of workers are on a permanent contract and it's as much for the protection or the employer as it is for the employee. Fixed term contracts are those which cover a temporary appointment where the actual date of termination is stated.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work