Recruitment

Section 1: Understanding Recruitment

  • Recruitment refers to the process undertaken by an organisation when searching for and hiring new employees.
  • It involves identifying the need for a new employee, creating a job description and person specification, advertising the vacancy, and then selecting the best candidate.
  • Internal recruitment happens when an existing employee is promoted or transferred to the vacancy.
  • External recruitment involves hiring someone new to the organisation to fill the vacancy.

Section 2: Recruitment Process Steps

  • The recruitment process starts by identifying a vacancy.
  • A job description is then crafted which outlines the responsibilities and duties of the post.
  • A person specification is also produced that highlights the desired skills, experience, and qualifications for the role.
  • The role is then advertised, either internally, externally, or both.
  • Applications are reviewed and shortlisted based on the criteria outlined in the person specification.
  • Shortlisted applicants are then interviewed, allowing the employer to evaluate them further.
  • The most suitable applicant is then offered the job.

Section 3: Importance of Effectively Managing Recruitment

  • Effective recruitment ensures that an organisation has the right number and mix of employees.
  • It can improve the quality of work by hiring competent personnel and reduce the cost of training as suitable employees may already have the necessary skills.
  • It promotes job satisfaction and reduces staff turnover, as applicants who meet the person specification are more likely to enjoy their work and stay longer.

Section 4: Challenges in Recruitment

  • Recruiting new staff can be time-consuming and expensive, particularly if the process has to be repeated often due to high staff turnover.
  • Poorly managed recruitment can lead to mismatched employees, negatively affecting performance and employee morale.
  • Deciding on the right recruitment method can be challenging - internal recruitment may lead to employees feeling overlooked, while external recruitment can bring in fresh ideas.

Section 5: Use of Technology in Recruitment

  • Technology has changed recruitment drastically, with online job advertisements, application forms and recruitment agencies now commonplace.
  • Online recruitment can reach a wider audience and cut down administrative tasks, but opens up for more unqualified applicants.
  • Technology has also enabled remote working, increasing the pool of potential applicants as geographical location becomes less important.

Section 6: Legal Aspects of Recruitment

  • During recruitment, organisations must comply with various employment laws, such as anti-discrimination legislation, ensuring fair opportunity for all applicants.
  • All advertisement and job descriptions should not discriminate based on age, sex, race, disability, or religion.
  • Failure to adhere to such laws can result in legal action and damaging the reputation of the business.