On the other hand, the demands for manual skills are decreasing dramatically as the technology changes rapidly and the competition of engine market is fierce. They need to employ more workforces who have the ability to use IT equipment and problem solving skills, decision making. For example: Research Analyst, Sales Professionals.
Pros and Cons of internal/ external recruitment
Internal Recruitment – advantage
Less competition for a position to external applicants increases the promotion change for the existing workers. Therefore they have higher incentive and motivated to do their job tasks.
Internal recruitment can reduce recruitment costs since it chooses from the existing employees to fill the vacancy. It is because they are familiar with the company policies and operating system etc. Moreover, there is less recruitment and selection process. It is less time consuming less expensive than external recruitment
Internal Recruitment – disadvantage
It is lack of creativity and innovation for internal recruitment. So it may not able to satisfy the customers’ needs and wants. Therefore, it harms the group’s profit and high technology reputation.
Competition for promotions among staff can affect morale. Most of the qualified employees may not be promoted, as there are limited vacancies. It may affect their working performance. Also have to replace those who have been recruited internally by recruiting externally and getting existing staff to do additional duties.
External recruitment - advantage
In Rolls-Royce group, they only recruit the external candidates who have superior experience and skills for the specific job tasks. It brings news ideas, insights and skills to the group so it increases group’s performance and profitability.
It allows the organisation to seek expertise and specialist in the particular task so that the working process can go more fluently.
External recruitment - disadvantage
It is time and cost consuming to recruit new members of staff. As the external recruitment process are more complicated. And the new employees may not fit in the jobs, they need training so it increases the opportunity cost.
There are greater risks of the poor performance of the employees it affects the group productivity.
Recruitment Process
Determining Vacancies
The different departments in Rolls Royce work closely with HR department, if there are any job vacancies, the department manager will report to the HR department so that they can identify and fill the job quickly. There are several reasons of vacancies in the group such as: newly created positions, leaves of absences/short term needs, staff restructuring etc.
Job analysis
Job analysis is a process of analysis to collect data on a specific job. And it is based on the data to identify and determine the particular job duties and requirements. It is use for the next procedures to recruit employees such as training, selection, compensation, and performance appraisal. For example: corporation communication is responsible for issuing management and media relations for a wide range of high-profile corporate matters. Moreover, it also has to send information to employees, customers, and business partners. After the job is analysed, HR department would base the data to recruit the best people for the future job. But most importantly, the jobs have to meet to group’s objectives.
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The internet
Advertising the job vacancies on its own website () is the most common method for searching the suitable staff. The benefit on this method is applicants can obtain information instantly and can download the application documents straight away from Rolls Royce website. On the other hand, it saves hire recruit agencies so that it save costs and HR department can contact the applicant directly.
Job description
Job description is used as a job indicator for candidate. In addition, it shows their job role and responsibility in the group. Job Title is an indication for the candidates to let them know what their job tasks Duties and Responsibilities important information for the jobholders to understand what they have to in the work. By introduce the job responsibility, applicant can determined whether the job suit him/her and give ideas to applicants about the jobs conditions and environment. Therefore, the group carries out analysis of the tasks that the jobholders have to perform as well as their qualification, skills and experience. The following title will include in job description. Rolls Royce group is employing strategic Buyers so I use it as an example.
(www.rolls-royce.com)
Personnel Specification
It is related to jobholder’s personal achievements, qualifications and experience. A person specification is for identifying the best talented people to fit the work. For example: They require 7 years experience in Purchasing and Supply Chain activities, Purchasing Management certification and Strong negotiating skills, good communications skill, and proficient in Microsoft Office programs.
CV/ Application form
For some of the job positions, Rolls Royce group uses application form. It is use to find out candidates more details. They design the appropriate question for different kinds of jobholders to seek the suitable candidates for the jobs. Moreover, they can keep the applicant details for reference. The questions of application form in the Group include personal details, education background, qualification, and experience and references etc. it is use for the group to choose the best people for the job.
Shortlising
HR department assists the group to choose the best capable people for the job tasks among all the candidates. If the candidates can closely meet the criteria for the job, they would be chosen for interview, vice versa. The group has built up a new office in Glasgow. They choose 165 Scottish candidates among 1,000 people for the new office. The shortlising is base on jobholder’s experience, qualification and skills for meeting the job criteria.
The group obeys and commits to The Sex Discrimination Act 1975, The Disability Discrimination Act 1995 and The Race Relations Act 1976. They shortlised the applicants regardless of sex, race or disability.
Interview
Telephone interview
Once the applicants are shortlisted, they will move to next stage of process. It is a telephone interview. It takes about 20 minutes to discus the applicant some of the details on the application. It is to know how interested they are in the work as well as their experience.
Group assessment
The group interviews the shortlisted applicants to find out the best applicant. Group assessment and interview will be conducted. The candidates are involved in-group interactive activities in order to test their communication skills and qualification. The group will pay for any travel and accommodation costs for candidates who need to fly to these locations.
Assessment centre
The assessment centre is held at one of the group main sites. They have opportunities to meet and talk with a senior manager and some current trainees about their careers.
There is a series of exercises to assess the potential applicants.
Numerical and verbal reasoning tests (these are run under exam conditions)
An interview that will explore their knowledge of the type of work they are interested in.
An interview about candidates and their approach to a range of situations
After all the assessment, the will let the applicants know the outcome.
Rolls-Royce policy offers all applicants equal interview opportunities according to law. For example: The Sex Discrimination Act 1975, The Disability Discrimination Act 1995 and The Race Relations Act 1976. They provide an environment that protects against discrimination and harassment which people from different backgrounds.
References
HR department requires references for employees before a contract of employment is agreed. The references may be from for the previous employer or school/college. The references help the group to know more about the applicant from previous contacts.
Selection/Appointment
After summarising all documents that the selection process including results of interview, tests and referees report, some of the applicants meet the selection criteria. The group will give a letter of offer to the successful applicant. And The HR department will make appointment with applicants to discuss the salary or job task etc.
Induction
Induction is the final stage of recruitment and selection process. It is important and necessary to provide training and information about their roles and culture in Roll Royce Group. HR department assists with manager/ supervisor to conduct employment induction. This is to ensure a smooth transition into their new position. The induction to new employees included: a tour around the head quarter department so that they know who to contact to. And introduce the working environment and group’s goal and objectives, employees have a clear idea of what the group pursuit.
Contracts of the Employment
A contract is the terms and conditions of the employment, between the company and the new employees. The group offers permanent contract to profession employees such as engineers or full time contract to the general workers such as clerks or administers. The group’s contract is base on Employment Right Act 1996 and The Equal Pay Act 1970. It describes whether the employees are full time or permanent clear. The contract contains information about sick pay, salary, job title, name and address of the place of work etc.
Summary
In summary, recruitment and selection is about getting the right people in the right jobs at the right time, in the most efficient and cost effective way. HR is responsible for the process and for helping management carry out this process. This process, R & S, is critical to the success of the business.
