CHAPTER 2
HUMAN RESOURCES
(1) RECRUITMENT
MEANING
• Process used by business to identify vacancies in the business and attract suitable candidates for it
• Aims at finding the candidates with necessary knowledge/ experience and qualifications to fill a vacancy
• Business may choose to use external or internal methods depending on the nature of the vacancy
• It is an on-going process as employees leave their jobs/ get promoted or new technological skills are needed
PROCEDURE
1. Should prepare a job analysis
- this should include job specification and job description
2. a decision whether to look internally or externally within business
- if internal is unsuccessful – look externally
3. If external – a relevant recruitment source must be selected
- E.g. recruitment agencies/ newspapers
4. Advertisements prepared with relevant information (name of company/ contact information)
5. Place adverts in appropriate media to ensure that the best candidates apply
JOB DESCRIPTION JOB SPECIFICATION
→ Describes duties of a specific job summary of → Specifies the minimum acceptable personal skills or
nature of the job qualifications of the job
→ Written description of the job and its → Written description of specific qualifications or
requirements experience needed for job
→ Describes key performance tasks of a specific job → Key requirements of the person who would fill the
(title and working conditions) position
INTERNAL RECRUITMENT
SOURCES
• Internal emails/ websites to site
• Word of mouth
• Business newsletter
ADVANTAGES
• Cheaper and quicker to fill position
• Provides opportunities for career paths within business
• Reduces chance of losing employees
DISADVANTAGES
• Promotion in one can leave resentment in others
• May close door for new ideas from outsiders
• Employees who are not promoted feel demotivated
, EXTERNAL RECRUITMENT
SOURCES
• Recruitment agencies
• Billboards
• Printed media
ADVANTAGES
• New candidates bring new experiences and skills to business
• There is a larger pool of candidates to choose from
• Help business form affirmative action
DISADVANTAGES
• Information on CV’s/ referees may not be reliable
• New candidates take longer to get used to the environment
• Many unsuitable applications slow down the selection process
(2) SELECTION
PROCEDURE
1. Receive documents (application forms sorted according to criteria)
2. Evaluate CV’s and create a shortlist (screen) applicants
3. Check information on CV’s and contact references
4. Conduct preliminary sifting interviews – identify candidates that are not suitable
5. Asses (test) candidates applied for senior positions – ensure the best is chosen
6. Conduct interviews with shortlisted candidates
7. Offer employment in writing to selected candidates
SCREENING
• Checks application documents against requirements of the job
• Candidates who meet minimum requirements are separated from the others
• Do background checks of applicants who qualify
• Prepare shortlist of suitable candidates after screening
PURPOSE OF AN INTERVIEW
• Obtain information about strengths/ weaknesses of each candidate
• Matches information provided by applicant to job requirements
• To determine candidate’s suitability for the job
• Evaluate skills and personal characteristics of applicant
ROLE OF INTERVIEWER BEFORE INTERVIEW
• Book/prepare for the interview
• Inform all shortlisted about the date and place
• Notify the panel members conducting the interview about the time/place and date
• Develop core set of questions based on skills/ knowledge and ability required
ROLE OF INTERVIEWER DURING INTERVIEW ROLE OF INTERVIEWEE DURING INTERVIEW
Allocate same amount of time to each candidate Listen carefully to each question before answering
Make interviewee feel at ease Ask clarity seeking questions
Don’t misinform/ mislead interviewee Show confidence/ positive attitude – be assertive
Provide opportunity for the other to ask questions Be honest about mistakes and explain how you deal with it
HUMAN RESOURCES
(1) RECRUITMENT
MEANING
• Process used by business to identify vacancies in the business and attract suitable candidates for it
• Aims at finding the candidates with necessary knowledge/ experience and qualifications to fill a vacancy
• Business may choose to use external or internal methods depending on the nature of the vacancy
• It is an on-going process as employees leave their jobs/ get promoted or new technological skills are needed
PROCEDURE
1. Should prepare a job analysis
- this should include job specification and job description
2. a decision whether to look internally or externally within business
- if internal is unsuccessful – look externally
3. If external – a relevant recruitment source must be selected
- E.g. recruitment agencies/ newspapers
4. Advertisements prepared with relevant information (name of company/ contact information)
5. Place adverts in appropriate media to ensure that the best candidates apply
JOB DESCRIPTION JOB SPECIFICATION
→ Describes duties of a specific job summary of → Specifies the minimum acceptable personal skills or
nature of the job qualifications of the job
→ Written description of the job and its → Written description of specific qualifications or
requirements experience needed for job
→ Describes key performance tasks of a specific job → Key requirements of the person who would fill the
(title and working conditions) position
INTERNAL RECRUITMENT
SOURCES
• Internal emails/ websites to site
• Word of mouth
• Business newsletter
ADVANTAGES
• Cheaper and quicker to fill position
• Provides opportunities for career paths within business
• Reduces chance of losing employees
DISADVANTAGES
• Promotion in one can leave resentment in others
• May close door for new ideas from outsiders
• Employees who are not promoted feel demotivated
, EXTERNAL RECRUITMENT
SOURCES
• Recruitment agencies
• Billboards
• Printed media
ADVANTAGES
• New candidates bring new experiences and skills to business
• There is a larger pool of candidates to choose from
• Help business form affirmative action
DISADVANTAGES
• Information on CV’s/ referees may not be reliable
• New candidates take longer to get used to the environment
• Many unsuitable applications slow down the selection process
(2) SELECTION
PROCEDURE
1. Receive documents (application forms sorted according to criteria)
2. Evaluate CV’s and create a shortlist (screen) applicants
3. Check information on CV’s and contact references
4. Conduct preliminary sifting interviews – identify candidates that are not suitable
5. Asses (test) candidates applied for senior positions – ensure the best is chosen
6. Conduct interviews with shortlisted candidates
7. Offer employment in writing to selected candidates
SCREENING
• Checks application documents against requirements of the job
• Candidates who meet minimum requirements are separated from the others
• Do background checks of applicants who qualify
• Prepare shortlist of suitable candidates after screening
PURPOSE OF AN INTERVIEW
• Obtain information about strengths/ weaknesses of each candidate
• Matches information provided by applicant to job requirements
• To determine candidate’s suitability for the job
• Evaluate skills and personal characteristics of applicant
ROLE OF INTERVIEWER BEFORE INTERVIEW
• Book/prepare for the interview
• Inform all shortlisted about the date and place
• Notify the panel members conducting the interview about the time/place and date
• Develop core set of questions based on skills/ knowledge and ability required
ROLE OF INTERVIEWER DURING INTERVIEW ROLE OF INTERVIEWEE DURING INTERVIEW
Allocate same amount of time to each candidate Listen carefully to each question before answering
Make interviewee feel at ease Ask clarity seeking questions
Don’t misinform/ mislead interviewee Show confidence/ positive attitude – be assertive
Provide opportunity for the other to ask questions Be honest about mistakes and explain how you deal with it
