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

Recruitment and selection process.

Extracts from this document...

Introduction

Task 4 - Recruitment and selection process There are several steps involved in the recruitment and selection process. The diagram below shows the points in a process order and there will be an explanation of these points below the diagram. Vacancy Vacancies can occur for different reasons; these reasons are pointed out below. * Staff have left the business through retirement or resignation * Staff have been dismissed * Staff have been promoted therefore their old job becomes vacant * Additional staff are needed as the business is growing * Job roles may change, therefore a new employee may be needed to for fill these tasks rather than the old employee who was used to completing the original tasks There are many questions which a business will need to ask when an employee leaves their organisation. Some of these questions are shown below. ...read more.

Middle

* Responsible for (Staff for whom the post holder is responsible) * Purpose of the job/ post * Qualifications/ skills/ experience * Special notes for the job for example if the environment is noisy etc * Reference to show date compiled As we can see above the job description does not explain the ideal person for the job in any way, shape or form. The section where the person is described is the person specification Person specification In this the company will be looking at what personal qualities the previous employee had and if these qualities were good and helped them to complete their job to the highest possible standard then these would be published in the job spec and the ideal candidate for the job would have these qualities. If the previous employee did not have good qualities then the business should just outline what qualities the ideal candidate should have if they were to be at an advantage to other applicants. ...read more.

Conclusion

Shortlist Once the company have received all competed application forms then they will chose who they think were the best candidates, they may chose the best 5 or 10 that they think stand a good chance at providing a good quality service to their company. The short listed candidates will then receive an interview. Interview An interview is held to give the business a chance to meet the person who is applying for the job. This will give them a chance to see if they fit the person specification and also if they can for fill all the requirements on the job description. After a meeting the best candidate will be appointed. Select and appoint This is where the company hires the right person for the job after conducting all the interviews. The best person for the job will be told the salary, when the can start etc etc. Lisa Emmett Unit 4 human resources ...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. Recruitment and selection process for Boots.

    The next stage would be to reduce the applicants to a number which is small enough to invite to an interview. This process is called short listing. A letter of application is just simply a written or word-processed letter asking for the job and explaining why the applicant is suitable for the job.

  2. Business Studies - Recruitment and Selection Task 1

    list of employees he/she will recruit either ones with experience or ones who have qualifications. The advantages for the person specification process in recruiting in staff, is the employers will benefit from recruiting experienced staff as they are able to do a range of tasks.

  1. Tesco Recruitment and Selection

    In order to attract the idea candidate, the Human Resources Department must state exactly what they want and be very clear about it. A job analysis must include what the job will involve, what qualities are required for the job, wages and hours.

  2. 1. explore the process of recruitment planning

    business Organisational objectives Number of new employees required Number of Existing employees required (Boots staff) Employee skills in each area 1. Recruit and train existing staff for the new store within 3 weeks 0 4 * 1 experienced pharmacist - able to administer drugs and medicine legally and make qualified recommendation to customers.

  1. Recruitment and Selection

    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.

  2. Recruitment and selection for Sainsbury's.

    The information gathered is carefully recorded and analysed. Further information might be obtained through discussions with the job holder's manager or supervisor. The job analyst compiles a description of the main responsibilities of the job by asking: What are the main tasks of the job and how often do they need to be completed Are any specialist technological skills required to do the job?

  1. Recruitment and Selection - Next

    If someone straight from school or college, or on a youth training programme, would be ideal, Next may want to contact the careers service. However, in many cases, it may be necessary to advertise the position more widely. When Next needs to advertise for staff, it is important to think

  2. A report about the recruitment and selection for a particular job role in the ...

    A job advert should provide prospective candidates with information but should also deter people who are not suitable for the job. The presentation is also important as it gives people their first impression of the organization. Many legal considerations need to be met when recruiting.

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