unit 2 recruitment in the work place

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AS and A Level Business Studies

Business Studies:

Unit 2: Recruitment in the Workplace

A01

Introduction to the Unit

In this Second Unit of Business Studies course I will be talking about the Recruitment in the Workplace and how valuable each stage of the recruitment is for a Business. Unit 2 will be based on Recruitment, how businesses follow procedures of employing a new staff at a work place.

Unit 2 will require me to look at various stages of the recruitment process; however I will be looking at a medium-to-large sized business which in this case is going to be ‘Thorpe Park’. This Unit will require me to take you through out the whole process of recruiting a new member at a work place, after extent research and good communication a new employee should be employed at Thorpe Park.

The Job description I will be looking at through out this recruitment process will be ‘Guest Services Host’ – a new employee would be employed as a Guest Services Host in the Human Resources department, the occupation is going to be a full time permanent post. The process will take the form of an interview, where-by group members will be talking about their particular job role in the process.

Through out this assignment I shall be including primary research, as from an experienced person, our visit to Thorpe Park – information we obtained from their and also secondary research from various media.  

In conclusion I should be able to find a suitable full time employee to take on the position to work as a Guest Services Host at Thorpe Park. The employee would need all the skills, understanding and should show a great deal of effort in the workplace. Training will be given to out new employee to make sure everything is understood carefully before getting employed in the field of work.  

Recruitment Process:

All businesses need to make sure they have the right number of people at work, if there is a shortage of staff it means that there is a lot of work carried out the by the present staff and they could be under-pressure, however the opposite would be to have too much worker, this just simply means too much money is going out of the business.

When an organisation is looking to recruit a new staff, they follow a series of processes to make sure they employ the right staff for the right position of work. Any organisation will need to consider the responsibilities and duties which will be required for the post of a new job.  

Large organisations such as Thorpe Park would have a series of processes being followed to make sure they are on the right track.

Vacancy:

The first thing that happens in most medium to large sized businesses is that a vacancy is arisen, (a new staff is required to fit in the job). There are many reasons why an organisation might recruit a new member of staff, Here are some as follows:

  • Long Term Sick: A person could have been injured at work or out side and might require some medical treatment enabling them to be off at work, however in most cases it would be a temporary leave – meaning the employee will be back to work after a certain period of time.

  • Maternity Leave: This could be a case when an employee will be off from as they going to have a baby (pregnant), this would be quite a long period of time roughly 3-6 months off and an employee would be needed to cover the work carried out by the previous worker.

  • Retirement: An employee at work would be aged over 65 and might not be able to work any more, will be offered a retirement leave as they will no longer be available to work. In most cases the government will offer a pension (paid for being off at work – retirement pay) however in some cases some organisations offer a pension scheme to worker an offer them some pay back money for their hard work in the business.

  • Dismissal: This would be a matter when an employee is not complying with the rules and regulations at work, so they have been dismissed (fired) from the job.

  • Growth / Expansion of a Business: Eventually most business do manage to up their profits and provide more services this would lead to a shortage of staff as there is quite a lot business going on, the business itself might expand their building or open up a new branch this would need a hefty number of employees so they will look forward to employee some one new.

  • Change in Job Roles: If for example an employee is undertaking quite a lot of work and needs some help to manage the work then the organisation might look forward to recruit someone new.

  • Promotion: An internal promotion could be offered to an employee for performing extremely well at work, this could lead to a promotion being offered meaning a better job title and much higher pay. Promotions are like a booster for staff, as well as a great opportunity for the business as it will be able to understand their employee more easily. However if the employee gets promoted their will be a gap in the previous employees position so this will need to be filled by recruiting a new member of staff.

After when a suitable reason is notified by the business, the business will start carrying out their processes of employing a new worker. The business will need to look at a range of documents from the previous employee to make sure the new employee fits the position perfectly.

Job Role:

After when a reason for the vacancy is identified the next process that needs to carry out is to assign a Job Role.

A job role is essential for any large organisation; it defines the key work acquired for the organisation.

A job role is a name / title given to the job looking at what qualifications required to give it the title. An example would be ‘Guest Services Host’ this is an example of a job role; this will allow participating candidates to see what sort of work is being offered and what qualifications are required to fulfil the post.

After when a job role is assigned there are two things that are main aspects considered which are;

  1. Job Description  

2) Person Specification

These are two key elements looked at whilst employing someone.

Job Description:

A job description is assigned by the business to allow new candidates to see what is expected from their as taking part in the field of work and what are the minimum requirements needed before applying for the job.

A job description would be produced by the business by looking at the work carried out by the previous worker, writing up all the skills, responsibilities and type of work needed.

Some of the main features of a job description would be:

  • A Job Title: Outlining the occupation the qualification of the work.
  • Tenure: Part time post or Full Time
  • Location of work place: Where the work is going to be carried out
  • Reporting to / Accountability: Who they send feedback to
  • Duties and responsibilities: Some of the main duties / work load that  is going to be carried out, e.g. for a Guest Services Host they will need good communication skills
  • Job Requirements: What are minimum skills, qualifications and some personal experience required for the candidate to comply with.
  • * Some business will quote hours of work
  • Salary: How much money is being offered for the job.

Person Specification:

A person specification is obtained from a job description by translating the job activities into the specific skills and abilities required to perform the job effectively. This will allow the organisation to track what qualities the candidate has.

A person specification describes the person needed do the work effectively.

Some of the main qualities require for this element are:

  • Education & Qualifications
  • Training and Experience
  • Personal attributes and qualities

There are two ways in which the person specification is assed; one is by writing “essential” and the other is “desirable” this will indicate the importance of the criteria of work. Some aspects will be identified at the interview and some at training.

Once the Job Description and the Person Specification has been defined, the organisation will need to place an advertisement to promote their job.

Advertisement:

The easiest way to look for candidates is by advertising in various mediums depending on the type of job. However job adverts cannot be very long as they would cost a lot to the business, so a minimum sized magazine with effective information will make it a successful ad.

There are some major points being looked at when advertising a job, here are examples of some:

The first thing in the advert should show:

  • The name of the business (maybe a small logo)
  • Responsibilities: may be referred from  the Job Description
  • Pay: How much they going to get paid (this is a key point that will attract candidates)
  • Contact Details: How candidates can contact the organisation
  • How they can Apply (e.g. by sending Letter of Application, Application from, CV, Qualifications)

And lastly:

  • Closing date of Application and starting date of work

After creating an advertisement, businesses need to decide what sort of medium do they need to use to advertise through.

Depending on the job, businesses decide where they might choose to advertise, big organisations might decide to advertise in specialist magazine however newspapers and the internet are also effective mediums of advertising.

Shortlisting Candidates:

When candidates have looked at the advertisement and sent off their required documents the next step of the business is to look at all the documents of the candidates (e.g. letter of application, application form and a C.V.) to check which candidates fit best for the job, by doing this they have looked at all the documents and paperwork then their names are put into a grid which is known as a Shortlisting grid where in some cases their interview times are scheduled.

By Shortlisting candidates, the organisation can find out which candidates are the best for the job and which candidates will be refused for the post.



























After when a selection of candidates is made, the organisation sends of a letter telling them to come for an interview. Some businesses might confront to unsuccessful candidates by telling they have not been offered a job.

Selection Process:

The selection process contains various stages of selecting the right candidate, depending on the size of the business and type of job role businesses decide what to do.

Interview:

Most businesses prefer a formal interview which would be with the candidate and there could be few other employees assessing the interview.

During the interview, candidates will be assessed by what they say, eye

Contact, body language and previous experience.

After the interview has completed, the interviewers might have a small talk about the interview, what they thought was good / bad etc… They would have written down some notes or have marked it in some way.

Test:  In some businesses, and depending on the type of job role candidates might be assessed on a simple English and Maths test making sure they have the basic knowledge before they are appointed.

Role Play: In some cases, businesses might candidates to perform some in sort of a scenario, how they would solve a situation, these will be assessed by their body language and mainly their response from the role play.

Presentation: For a big job role and for a really large businesses candidates might be asked to produce some sort of presentation within certain time limits so that it can be assed by looking at how the candidates manages under-pressure and how effective is the presentation. The presentation could be anything depending on the skills the candidate has, but by producing a presentation the organisation will be able to see how well the candidate has performed.

Some organisation might ask for many other things, such as a training period, if they pass they will be offered otherwise not. There could be various other things depending on the type of work and job.

Appoint: 

After going through an intense review of the interview members of staff now have to decide who will get the job. This could be a very long process depending on how well the interview was.

Organisations might find it easier by eliminating candidates so they left with just one suitable person.

Depending on how well the interviews performed and the type of responses received the main job of the business would be to choose just one person.

After some timing the when the business has come to a decision where they made a choice on who to select the next process it to send out a letter telling them they got the job.

The letter will contain; some sort of congrats, it will tell them they have been selected, when they have to come for an induction day & time, and when they have to start their work.

Induction:

An induction day in any terms means a basic introduction day to the business.

Most businesses prefer to run there induction day in the same premises, or they might be taken to a different organisation to train them for the work, how them what are expected to do.

For Thorpe Park all candidates will have to attend the induction entitled Creating the Magic. The aim of this workshop is to give new employees the tools and the direction to achieve the knowledge they need to be a successful employee.

If an induction day is held at Thorpe Park, the costs are not going to be that much as it will be within the organisation for a standard induction day it would cost about less than fifty pounds.

The purpose of an induction program is to allow candidates to learn about the business, take in great information of the business, understand the legal aspects and health and safe precautions.  

An induction process will involve plenty of stages of work shown to the new candidate.  

Firstly, the candidate will be talked about the business, some of the back ground history on what they are (e.g. Thorpe Park, huge organisation from a well know business “Tussauds” group) so this will make them feel motivated. They will talk about the business, some of their achievements in past and what they have achieved so far, and what is expected from the candidate to achieve.

The next stage would be to take them around the premises, introduce the candidate to senior managers, assistants, managers, supervisors to make them feel they are wanted.

Join now!

One of the main aspects of the induction program would be to take them health and safety aspects, in a case of a fire or any sort of emergency they will be taken to various places in the building so they remain safe in a case of an accident. There could be a small health and safety area in the workplace, may be for cuts or minor injuries this will all be shown to the new candidate.

Training:

In most cases training will be provided and would be within the premises.

Some basic training ...

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unit 2 recruitment in the work place
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  • Level
    AS and A Level
  • Subject
    Business Studies
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