• 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 for Sainsbury's.

    Applicants need to know the location of the organisation and the location of the job (which may be different). Salary expectation. Figures are not always necessary, but an indication of the salary level should always be given. Address and contact. This should appear, with a telephone number if appropriate.

  2. Tesco Recruitment and Selection

    Tesco attracts applicants by adverting in local stores on the billboards giving clear descriptions of the job duties, hours of work, payment per hour and when the application will close. This is giving the applicant a clear idea what the job duties are and in what section they have to work.

  1. REVIEWING THE RECRUITMENT AND SELECTION METHODS USED IN AN ORGANISATION.

    Job description Once our company has analysed what a job involves, the next step is to prepare a job description. This will contain many of the following elements: * Job title. * Position in the organisational structure e.g. director, manager supervisor etc.

  2. Business Studies - Recruitment and Selection Task 1

    a particular job have a much clearer idea of the ideal candidate. However at the same time those applying for the job have a much clearer idea of what is expected of them and whether they have the skills and attributes.

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

    Many legal considerations need to be met when recruiting. The equal pay act 1970 states that there should be equal pay and conditions for people doing the same job and this would apply to the job advert. The Sex discrimination act 1975 states that employers can't discriminate between potential employees on the fact that they are male or female.

  2. Recruitment and Selection.

    The human resources department will compare application forms to the person specification, to find the most suitable person for the job. Person specifications may be laid out like this: Summary of Job Attributes Essential Desirable How identified Physical Qualifications Experience Training Special knowledge Personal circumstances Attitudes Practical and intellectual skills

  1. 1. explore the process of recruitment planning

    Number of staff leaving in a period x 100 Average number of staff employed in period High turnover is expensive for businesses in terms of R&S costs and unproductive new staff Improving labour turnover may mean that workers become more productive and so extra staff are not needed.

  2. Recruitment and Selection

    Recruitment for Growth The sales turnover was reduced but the after market services grew by 12 percent. It implied that they have to employ more workers for after market services. It is because more qualified mechanics and technicians can maintain the quality services to engine users.

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