Recruitment and Selection
Recruitment and Selection
Unit 15, Task 1 (P1)
Introduction;
In this assignment, I will produce a written report that will allow me to demonstrate an understanding of the importance of human resource techniques and practises in relation to recruitment and selection.
Introduction to task 1;
In this task I will look at East Berkshire College, identifying and describing the different stages in the process of planning recruitment and selection.
Supply and demand;
Supply and demand is when there is need for new employees to fill vacancies.
The college may need to recruit new individuals, and this could be due to; more students coming to join the college on their preferred course, a member of staff retiring, or maybe a member of staff leaving for a job role in a different organisation. The college would have to make sure that they have enough members of staff to teach these students, and that the members of staff have the right skills for the subjects as the college has many different subject areas, such as; construction, business, hair and beauty, art and I.T.
The college would also have to make sure that they look after their employees so they do not leave, they can do this by; offering them more money, giving them more holidays and also making sure that students are handing work in on time.
Overall it is important for the college to advertise their jobs effectively, this way they will have the right skilled individuals applying for specific job roles.
Why vacancies arise;
There are a number of reasons why vacancies arise, and these are;
- someone retiring
- leaving the job, for a better job role
- new member of staff needed due to higher number of pupils joining
Internal staffing;
The benefits of internal staffing are as follows;
- better internal motivation
- better utilisation of staff
- the source of staff is more reliable - the individual is known to the company
- a internally recruited employee is likely to stay longer
- recruitment is quicker and cheaper
Source: recruitment and selection, handout, page 1
Internal staffing strengthens the employee's commitment to the company. Internally advertising a job means; employing someone from within the college to fulfil the job role, the individual will have some background knowledge on the college, and will also be able to relate to the skills which are needed.
For example, a student might apply for a role in the study support department, this student will be reliable as they have already been in the college and are well-known, and will be ...
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- recruitment is quicker and cheaper
Source: recruitment and selection, handout, page 1
Internal staffing strengthens the employee's commitment to the company. Internally advertising a job means; employing someone from within the college to fulfil the job role, the individual will have some background knowledge on the college, and will also be able to relate to the skills which are needed.
For example, a student might apply for a role in the study support department, this student will be reliable as they have already been in the college and are well-known, and will be able to get references from tutors to say this.
It is important that the individual maintains a high standard at all times, this way he/she will be able to work within the college, and this would cost them very less as they are recruiting internally.
External staffing;
The benefits of external staffing are as follows;
- brings a fresh perspective into the company
- avoids internal conflict where two are running for the same post
- exertion of authority and acceptability by staff may be easier
Source: recruitment and selection, handout, page 1
There are many ways of attracting candidates from outside the company, but the choice depends upon; the type of vacancy and the type of employee.
Each method has its own benefits and problems, although it could be said that the overall advantages of external advertising are the opposite of the internal disadvantages of internal advertising. For example; there are a wider number of candidates applying for the job role externally.
An advantage of external advertising; recruitment takes a longer period of time, and is expensive. The college would have to make sure that they advertise effectively in order to attract the right skilled individual, as this would be costing them a lot of money.
Job description;
A job description describes the job and its features, below is an example of a job description;
Job Title
Credit Control Clerk
Accountability
Accounts Manager
Location
Main Office, Daresbury House, Lincs
Brief Description
To maintain and monitor 150 credit accounts
Duties and Responsibilities
. Cash Allocation on computerised system
2. Debt collection via telephone and standard letter
3. Liaison with debt collection agency
4. Some attendance at county courts
5. Attendance of local credit meetings
6. Maintaining credit limits
7. Processing credit applications including credit checks
8. Liaising with sales team
Hours of work
37.5 hours per week (flexible overtime may be required)
Rate of pay
£10,500 P.A.
Source:http://www.businessbureauuk.co.uk/personnel/recruitment/job_description.htm
Employee specification;
An employee specification describes the criteria and identification process for the applicant. Below is an example of an employee specification.
CRITERIA
HOW IDENTIFIED
RANK
Relevant Experience
A minimum of six months' continuous experience of working in a clerical/administrative environment and using modern office equipment, gained within the last 10 years
Application Form/Interview
A
calculations/handling money and maintaining numerical/financial records on computerised system
Application Form/Interview
A
Relevant qualifications such as NVQ, RSA, GCSE
Application Form/ Certificates/Test
B
Education and Training Attainments
Experience of suitable training such as customer care/ cashiering/telephone techniques
Application Form/Interview
B
A good standard of literacy to be able to compose and produce basic correspondence/
reports/memos
Application Form/Interview/
Test
B
A good standard of numeracy to enable calculation and maintenance of accurate number/cash based records
Application Form/
Test
B
Knowledge Skills and Abilities
Basic knowledge of health and safety practices
Application Form/Interview
B
Awareness of issues arising from working/living in a diverse community
Application Form/Interview
B
Ability to adapt to change and respond flexibly to non routine situations
Application Form/Interview
A
Additional Factors
Aware of the Council's commitment to customer care
Application Form/Interview
B
Awareness of and commitment to the Council's Equal Opportunities Policy
Application Form/Interview
B
Willingness to undergo further training
Application Form/Interview
C
Source: http://www.kirklees.gov.uk/employment/tempdirect/employeespecification.shtml
Discuss PRO'S and CON'S of internal and external advertising;
Internal;
* You will have a vacancy spare, if someone decided to leave the workplace, or even if a team member got promoted, the business would have to look for a replacement and this will take a lot of time
* When looking for a replacement, you will need to make sure that the new employee lives up to the old employees standard, for example; the new one must be as good as the old one
External;
* To employ someone else within the organisation it is very costly, advertising is important when looking for a new employee, and must be done correctly, the advertisement must have all of the facts about the business on it
Short list (compare applications to job descriptions and employee specification);
Short-listing for example is basically when the company interviews approximately 5-6 people to take a position; they will narrow this down to 2-3 depending on the person's skills which could be offered to the company.
Interview;
An interview is a process which involves two people, the recruiter and the individual. Individuals which were successful with their CVs get called in for an interview to discuss their qualities, and their skills which they can offer to the organisation.
It is important that the individual coming in for the interview looks very presentable, this means wearing something appropriate, such as; a shirt, and trousers.
It is also important that the recruiter makes sure that they employ the people with the correct attributes, as some individuals tend to give false information in their CVs.
The process doesn't take very long; it is normally 2 people in the room interviewing the individual, the individuals that get short listed get chosen by who has the right skills, and who will be the best for the company, and who will be able to offer more.
Complying with legislation;
It is important that the college keep up to date with the legislation laws as they tend to change at times. The following are important, and will need to be applied;
* Sex discrimination act 1975 and 1986
* Race relations act 1976
* Equal pay act 1970
* Disability discrimination act 1995
* Employment act 2002
It is important that the college apply all acts, by applying them they will be making the college a better place to work as it will be principled. For example; if an individual applied for a job, and they were disabled in some way, but they had the right skills and could offer a lot to the college, they would have to be employed.
There are some disadvantages if these legislations are not applied at work, the college could get fined, and could face court. So overall, it is very important that they are used.
References;
It is important that the individual supplies the employer with references, these references could be; a tutor from college, a manager at work. By looking into this, you will be able to find out a lot about the individual, for example; time-management, attitude and behaviour, and whether or not they can be trusted.
It is important that the employer makes sure they have got the right person for the job, for example; the job interview could go very well, but once references are needed, a problem could occur and the employer may have to rethink about who to give the job to.
Unit 15; Recruitment and Selection
