Recruitment, Selection and Training of Employees

Recruitment

Recruitment refers to the process of identifying a job vacancy, defining the requirements, inviting candidates to apply, and attracting suitable candidates for the job.
The key stages of recruitment involve preparing a job description, a person specification, and an advertisement for the job.
The job description provides a clear outline of the duties, responsibilities, and conditions of the job.
The person specification includes the skills, qualifications, experience, and personal qualities required.
A well-execified advertisement should contain the job title, job location, job description, person specification, application method, and deadline.

Selection involves choosing the most suitable applicant from those who have applied for the vacancy.
It comprises two main stages: shortlisting candidates and assessing candidates.
Shortlisting involves reviewing applications to select those who best meet the job requirements according to their CVs and cover letters.
Assessment can include interviews, tests, group activities, or presentations to evaluate the applicants’ abilities.
An interview is a face-to-face meeting between the potential employee and employer, allowing both to ask questions and clarify any doubts.
The chosen candidate will receive a job offer accompanied by an employment contract.

Training empowers employees with the necessary knowledge and skills to perform their jobs efficiently.
Induction training is given to new employees to familiarise them with the job role, colleagues and the organisational structure.
On-the-job training involves learning while doing the work, usually monitored by a supervisor or a colleague.
Off-the-job training occurs away from the work context, often in a training centre or classroom.
The aim of training is to improve the productivity and quality of work. It can also result in increased motivation and job satisfaction.
Regular appraisal of employees can determine if further training or development is required.