Human Resources

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Human Resources
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THE RECRUITMENT PROCESS
Recruitment of new staff is the responsibility of
the Human Resources Department.
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Vacancy Occurs

• Vacancy may arise as a result of
• Retirement
• Promotion
• Resignation
• Business expansion.

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Internal Recruitment

• Advantages
• Much cheaper
• Quicker
• Candidates abilities are known
• Can often start straight away
• Creates a career progression
• Disadvantages
• Another vacancy is created
• May cause resentment

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External Recruitment

• Advantages
• Wider choice of candidates
• Brings in new experience
• Disadvantages
• Expensive and time consuming
• Often need recruitment agencies
• Interviews can give false impressions
• Candidate does not know the organisation

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Job Analysis

• A study of what the job entails
• A description of the tasks, skills qualities and
  training required to do the job.

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Job Description

• The Job Description is a written description of
  what the job consists of
• It may also include some performance targets
• Without a job description it would be
  impossible to write the person specification

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Person Specification

• The Person Specification lists the
• Qualifications
• Experience
• Skills
• And the Personal Qualities of the ideal candidate

Sometimes divided into essential criteria, which
correct candidates must have
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Job Advertisement

• The purpose of the Job Advertisement is to get
  as many suitable applicants as possible to apply
  for the job.
• Locations may include newspapers, job centres
  and employment agencies
• The advert should describe the job and the
  skills required

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Job is Advertised

• May be advertised
• Internally notice boards, circulars, company
  magazines
• Externally local or national papers,
  recruitment agencies, careers service, company
  website.

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Candidates Apply
Applicants may be asked to apply by submitting

• A letter of application in which candidates
  write about themselves at length
• A Curriculum Vitae is a summary of a persons
  personal details, skills and qualifications
• An application form designed by the firm and
  contains information which they want to find out
  about the applicants

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Short listing
Human Resources Manager will

• Short listed candidates are invited for
  interview.
• They are those who closely match the person
  specification

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Interviews are Held
The interviewers look for

• Interviewers should ask the same questions to all
  candidates so that it is a fair process.
• Interviews can also help the firm to assess how
  confident a candidate is.
• Some people think that interviews arent a very
  good method to select new staff as people dont
  behave naturally at interviews.

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Appointment
Following the interviews

• Most suitable candidate Is selected
• References are followed up and if satisfactory
• Job offer is made
• Contract is drawn up.

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Equal Opportunities
Direct Discrimination occurs when someone it
treated less favourably than another because of
gender,
race,
colour,
nationality,
or ethnic origin, for example
Indirect Discrimination occurs when a rule is
imposed which treats one group unfairly, such as
a
labouring
job which specifies that applicants should have
English
as a first language