UNIT 2:
of the position n its of specific skills
THE HUMAN RESOURCES requirements required for the
position
FUNCTION Describe key Describe key
achievements for a requirements for the
specific position person who will fill
RECRUITMENT the position.
The Meaning of recruitment
Recruitment methods
→ The process used by a business to identify
certain vacancies in the business and attract → Internal Recruitment
suitable candidates for them. • Intermobilities
→ Businesses should be able to choose to use • Recommendation of current employees
an internal or external method of recruitment. • Communication/ retelling
• Internal/management referrals
→The method they choose will depend on the
requirements of the vacancy. → External recruitment
→ It starts with the process of actively finding • Print media
candidates for a vacancy, to the successful • Electronic media
integration of the candidate into the business. • •Networking
• Professional Societies
Recruitment Procedure The Impact of Internal Recruitment
→ The HRM prepares a job analysis. → Positive
→ Choose either internal recruitment or external • Business retains existing employees
recruitment. through promotions from within the
business
→ Consider external recruitment if internal
• Opportunities for promotion reward good
recruitment has been unsuccessful.
work and motivate current employees
→ Place advertisement in selected media. • Current employees understand the
functions of the business
• The recruitment process is faster/
The Meaning of Job Analysis cheaper if the candidates are known to
the business.
→ A job analysis is a tool used by the human
resources function to obtain and analyse → Negative
information about the business's workforce • Ideas from current employees may be
→ A job analysis consists of a job description limited.
and job specification. • Employees who do not have the
necessary skills for the new job may be
→ The employer must be clear about the type of promoted.
work that a potential employee will have to • Employees who are not promoted can
perform in order to prepare an appropriate job hinder productivity and lower morale.
description and job specification. • Current employees may need to be
trained before they can be promoted.
The Differences Between Job Description and
Job Specification
JOB DESCRIPTION JOB SPECIFICATION
Describe Describe the
responsibilities of a minimum acceptable
specific job skills required for the
job
A written description A written description
, The Impact of External Recruitment
→ Positive
• New candidates bring new talents. The purpose of the interview
• There is a greater number of candidates
→ Create an opportunity where information
to choose from.
about the business and the applicant can be
• Minimize conflict among current
exchanged.
employees.
• Overall productivity can occur if the new → Gather information about each candidate's
worker is actively adding value. strengths and weaknesses.
→ Negative → Match information provided by the applicant
to the job requirements.
• External sources can be expensive.
• Selection processes may result in → Help the employer make an informed decision
unqualified candidate being selected. about the most suitable candidate for the
• Information about resumes may be position.
falsified.
• Ineligible applications may delay the
selection process.
The role of the interviewer
→ Before the interview
SELECTION
• Check the CV of each candidate
Selection procedure • Book and prepare the place for the
interview
→ Receive documentation
• Establish the interview date
→ Evaluate resumes and create a shortlist • The interviewer must develop a core set
of questions of all the requirements
→ Check information in the resume and contact
references → During the interview
→ About Preliminary Screening Interviews • Introduce members of the interview
panel to each candidate
→ Assess candidates who have applied for • Write down the candidate's answers for
senior positions future reference
→ Interview shortlisted candidates • Provide an opportunity for the candidate
to ask questions
→ Offer employment in writing • Ask the same set of questions to all
candidates
Screening as part of the selection procedure
The role of the applicant
1. Compare application documents of
candidate against the requirements of → During the interview
the position
2. Candidate who meets the minimum • Listen carefully to the questions before
requirements is separated from the responding
others • Make eye contact and maintain good
3. Conduct background checks of posture
applicants who qualify for the position • Ask questions to get clarity
4. Draw up a shortlist of the most suitable • Be confident and display a positive
candidates after screening has been attitude
completed.
of the position n its of specific skills
THE HUMAN RESOURCES requirements required for the
position
FUNCTION Describe key Describe key
achievements for a requirements for the
specific position person who will fill
RECRUITMENT the position.
The Meaning of recruitment
Recruitment methods
→ The process used by a business to identify
certain vacancies in the business and attract → Internal Recruitment
suitable candidates for them. • Intermobilities
→ Businesses should be able to choose to use • Recommendation of current employees
an internal or external method of recruitment. • Communication/ retelling
• Internal/management referrals
→The method they choose will depend on the
requirements of the vacancy. → External recruitment
→ It starts with the process of actively finding • Print media
candidates for a vacancy, to the successful • Electronic media
integration of the candidate into the business. • •Networking
• Professional Societies
Recruitment Procedure The Impact of Internal Recruitment
→ The HRM prepares a job analysis. → Positive
→ Choose either internal recruitment or external • Business retains existing employees
recruitment. through promotions from within the
business
→ Consider external recruitment if internal
• Opportunities for promotion reward good
recruitment has been unsuccessful.
work and motivate current employees
→ Place advertisement in selected media. • Current employees understand the
functions of the business
• The recruitment process is faster/
The Meaning of Job Analysis cheaper if the candidates are known to
the business.
→ A job analysis is a tool used by the human
resources function to obtain and analyse → Negative
information about the business's workforce • Ideas from current employees may be
→ A job analysis consists of a job description limited.
and job specification. • Employees who do not have the
necessary skills for the new job may be
→ The employer must be clear about the type of promoted.
work that a potential employee will have to • Employees who are not promoted can
perform in order to prepare an appropriate job hinder productivity and lower morale.
description and job specification. • Current employees may need to be
trained before they can be promoted.
The Differences Between Job Description and
Job Specification
JOB DESCRIPTION JOB SPECIFICATION
Describe Describe the
responsibilities of a minimum acceptable
specific job skills required for the
job
A written description A written description
, The Impact of External Recruitment
→ Positive
• New candidates bring new talents. The purpose of the interview
• There is a greater number of candidates
→ Create an opportunity where information
to choose from.
about the business and the applicant can be
• Minimize conflict among current
exchanged.
employees.
• Overall productivity can occur if the new → Gather information about each candidate's
worker is actively adding value. strengths and weaknesses.
→ Negative → Match information provided by the applicant
to the job requirements.
• External sources can be expensive.
• Selection processes may result in → Help the employer make an informed decision
unqualified candidate being selected. about the most suitable candidate for the
• Information about resumes may be position.
falsified.
• Ineligible applications may delay the
selection process.
The role of the interviewer
→ Before the interview
SELECTION
• Check the CV of each candidate
Selection procedure • Book and prepare the place for the
interview
→ Receive documentation
• Establish the interview date
→ Evaluate resumes and create a shortlist • The interviewer must develop a core set
of questions of all the requirements
→ Check information in the resume and contact
references → During the interview
→ About Preliminary Screening Interviews • Introduce members of the interview
panel to each candidate
→ Assess candidates who have applied for • Write down the candidate's answers for
senior positions future reference
→ Interview shortlisted candidates • Provide an opportunity for the candidate
to ask questions
→ Offer employment in writing • Ask the same set of questions to all
candidates
Screening as part of the selection procedure
The role of the applicant
1. Compare application documents of
candidate against the requirements of → During the interview
the position
2. Candidate who meets the minimum • Listen carefully to the questions before
requirements is separated from the responding
others • Make eye contact and maintain good
3. Conduct background checks of posture
applicants who qualify for the position • Ask questions to get clarity
4. Draw up a shortlist of the most suitable • Be confident and display a positive
candidates after screening has been attitude
completed.
