LO3 – Recruiting, developing and supporting staff

Recruitment and selection The recruitment process The selection process Performance management Training and development Continuous professional development Staff support systems

By the end of the lesson you should be able to:

Identify and discuss the steps involved in the recruitment process.Identify various forms of testing.Apply knowledge to online tests.Apply research skills to further develop knowledge.Identify advantages and disadvantages of internal and external recruitment.Explain how to ensure the best candidate is selected.

Recruitment – attract people to apply

Selection – selecting the right person for the vacancy

All roles should work together to drive the business objectives.

Need to ensure the right number of people are in the right jobs at the right time.

To do this, a structured process for recruitment and selection to attract applicants for both managerial and operational roles is required.

Job analysis – does a job exist or could it be covered by existing members of staff?

Job description – duties, responsibilities, location of job.

Person specification – word picture of ideal candidate – skills, qualities and attributes.

Advertise – internally or externally.

Applications – receive applications.

Select interviewees – match applications against job description and person specification.

Conduct interviews – panel ask same questions of all candidates.

Notify successful then unsuccessful candidates.

Prior to, as part of or after the interview, candidates may be tested in a variety of ways:

practical – to check competencemedical – health and strength – police/armygeneral ability/aptitudepersonality - traits, behaviours, attitudes.

In-house (internally) Staff notice boards, newsletters, intranet.

External Newspapers, job centres, trade journals,

company website.

AdvantagesEncourages career developmentShortens induction trainingTrack record already establishedQuicker and less expensive

DisadvantagesLimited number of applicantsExternal candidates may be of better qualityCreates another vacancy to fill

Advantages Larger number of applicants Candidates often of better quality Can bring fresh ideas to the business

Disadvantages Expensive to advertise vacancy Time-consuming selection process

Most businesses use both internal and external methods to give equal opportunities to all.

Direct Contact potential candidate directly – also known

as headhunting.

Recruitment agencies Specialise in recruiting for various sectors. Can be costly as take percentage of candidate

salary, but better guarantee of suitable candidates.

Job centresEmployment agenciesHeadhuntingCareers serviceAdvertising agency

Wrong appointment can lead to problems:

extra training (time and money)Recruit doesn’t have skills or experience required

increased staff turnover (time and money)Staff leave for better-suited jobs – organisation has to go through the process again

References - potential candidates provide references.

Employer – before appointing successful candidate contacts references to ensure honest information has been given.