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Human Resources - Recruiting and Selecting
Transcript of Human Resources - Recruiting and Selecting
Managers selecting candidates for a high level post in an organisation may even send applicants to an assessment centre. In such centres candidates undergo a variety of tests, role-plays and simulations for a number of days.
Once the best candidate has been selected and agreed to take up the post, the new employee must be given an employment contract. This is an important legal document that describes the obligations of the employee and employer to each other (terms and conditions) as well as the initial remuneration package and a number of other important details. Forms of selection An interview is the most common form of selection as it is relatively cheap to undertake and is the chance for an employer to meet the applicant face to face and so obtain much more information on what the person is like and how suitable they are for the job. Examples of information that can only be learnt from interview and not on paper from a CV or application form are:
Conversational ability- often known as people skills
Natural enthusiasm or manner of the applicant
See how applicant reacts under pressure
Queries on comments or details missing from CV or application form Reasons for recruiting and selecting There are a number of possible reasons as to why a business may have to recruit more employees
Business is expanding due to:
Increasing sales of existing products
Developing new products
Entering new markets
Existing employees leaving to work with competitors or other local employers
Existing employees leaving due to factors such as retirement, sick leave, maternity leave
Business needs employees with new skills
Business is relocating – and not all the existing workforce wants to move to the new location Methods of recruiting Internal recruitment is when the business looks to fill the vacancy from within its existing workforce.
External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business.
ADVANTAGES - DISADVANTAGES -
Cheaper and quicker to recruit Limits the number of potential applicants
People already familiar with the business and how it operates No new ideas can be introduced from outside the business
Provides opportunities for promotion with in the business – can be motivating May cause resentment amongst candidates not appointed
Business already knows the strengths and weaknesses of candidates Creates another vacancy which needs to be filled
ADVANTAGES - DISADVANTAGES -
Outside people bring in new ideas Longer process
Larger pool of workers from which to find the best candidate More expensive process due to advertisements and interviews required
People have a wider range of experience Selection process may not be effective enough to reveal the best candidate
The four most popular ways of recruiting externally are:
Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use.
Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away people will consider applying for the job
Recruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment
Personal recommendation - Often referred to as ‘word of mouth’ and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost. The importance of Recruiting and Selecting