28 October 2015© easilyinteractive.com 2006-101 The recruitment process Job advertisement...

April 20, 2023 © easilyinteractive.com 2006-10 1

The recruitment process

JobadvertisementRe-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Jobdescription

Jobanalysis

EmploymentContract


The recruitment processtaskSorting exercise for interactive

whiteboards

*

This sorting exercise is available as either an ActivStudio2 or SMART Board flipchart. There is also a definitions sheet to help students. An answer grid can also be filled in on the sheet.


The need for effective recruitmentTo make sure that the best person is

chosen for a job, the HRM department must be clear about: what the job entails what qualifications are required to do the

job what rewards are needed to retain and

motivate the worker

*


Recruitment

Internal: The business appoints a current employee to a vacancy

External: When an employee is appointed from outside the organisation

*


Jobadvertisement

The full recruitment process

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract

*



Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract

*


1. Job analysis

The job is broken down into its component parts in order to identify exactly what the holder is required to do

Enables the business to identify the role and the ideal recruit

*



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


2. Job description

Once a business has analysed what a job entails, it is important to draw up a description of the job:

General information Job titleDepartmentJob summary

Job content information Tasks involved and purposeOther dutiesResponsibility (to who and for whom)

Working conditions Hours, holidays etc.

Performance measurement Criteria for measuring performance*

Climate Clothing job description gap fill task



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


3. Person specification Person specification: A profile of the type of person

needed to do the job Drawn up from the job analysis and job description Forms the basis for the selection of the most suitable

person to fill the job Typical elements:

Experience and qualifications General intelligence (IQ) Specialised skills – e.g. familiar with ICT Interests Personality Personal circumstances

*



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


4. Finding potential applicants

Jobcentres: Provided by the government Usually free for businesses to advertise

Employment agencies: Often specialise in a particular field Charge for their services

Head-hunters: Used to recruit executives – Enticed away from other businesses (golden hello)

Advertising: Usually in the local, national or technical press

Word of mouth: The most common way in which people find out about jobs

*


Job advertstask We are going to start the recruitment process for a new sales

assistant at Climate Clothing - an independent fashion retail business situated in a local town

We have recently conducted a job analysis of the role and this has enabled us to write a job description and a person specification

Task Design a display advert for the vacancy that exists at Climate

Clothing The advert will appear in the job pages of the local newspaper

next Wednesday You have a budget of £120 which will buy a 55mm x 70mm

space, but you can design the advert at 110mm x 140mm Use both the job description and the person specification to

ensure that the advert is informative, factually correct and relevant!

Think carefully about what information a good job advert must include

What factors will help to ensure a good response from suitable applicants?*



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


5. Application forms, the Curriculum Vitae (CV) and accompanying letter Used as the basis for the interview Curriculum Vitae: A brief account of a

candidate’s education, qualifications, experience and interests Advantages of CVs:

Can highlight things the applicant wishes to emphasise Can be printed many times and sent to numerous

potential employers

Application forms: Standardise the replies from applicants, making it easier to short-list applicants

*


CVstaskRead the article from the BBCList your top 5 tips for CV writingCompare your list with

a neighbour Do you agree? Decide on a

combined top 5 tips

*


5. Application forms, the Curriculum Vitae (CV) and accompanying letter

Accompanying letter: The applicant explains why she wants the job and is particularly suited to the job The applicant’s chance to show that they

are literate!

It is vital that the letter and CV/application form are well-presented with NO spelling misakes

*

It is vital that the letter and CV/application form are well-presented with NO spelling mistakes


Job applicationstask

Fill in the Climate Clothing application form applying for a job as a shop assistant for the summer holidays Include the GCSEs you will be taking as

well as the grades you expect to getWrite an accompanying letter to send

along with the application. This is your opportunity to ‘sell yourself’ Don’t forget to show an interest in clothing!

*



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


Selecting for interviewtask

Five candidates have applied for the job but time constraints make it possible to only interview two of them

Use an objective selection procedure to select your interviewees

Write 2 interview questions that are specific to each candidate

Write 4 open questions that you could use in an interview to find out if the candidate has a suitable personality for the job

*


6. Interviews

Having received CVs and accompanying letters, the company is in a position to begin the selection process. A short-list of applicants will be selected for interview

An interview is a two-way process: The interviewer wants to find out whether the

applicant would be suitable The interviewee is trying to decide whether the job

and the business is right for him Criticism: Interviewers often make up their

minds within a couple of minutes – sometimes even when the candidate enters the room!

*


Testing

Businesses sometimes use aptitude or psychometric tests (tests of mental ability) to try to assess a candidate’s suitability

*



Testingtask - psychometric testComplete a psychometric test for

yourselfCompare your profile and those of

candidates A-E with Climate Clothing’s ideal profile

Discuss the usefulness of the test Does it change your opinion about the

candidates?

*



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


7. Selection

The best candidate is appointedThe decision makers must be careful to

avoid bias e.g. for a popular but weak internal

candidate over an excellent external one

*



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


7. Check references

The employer shouldn’t fail to send off for a reference typically from: a past employer a personal acquaintance a former teacher

These references can be insightful – often for what they don’t say e.g. about reliability – getting homework in

on time!!!

*


Check referencestaskWrite a reference for yourself as if it

was from a teacher (who you got on well with!) at your school Remember to format it as a letter

*



*

Jobadvertisement

Re-advertise?

Checkreferences

Selection

CV orapplication

form

Interview(& test)

Personspecification

Job

description

Job

analysis

EmploymentContract


9. Contract of employment

A written document detailing an employee’s terms and conditions of employment

Must be given to the employee within 13 weeks of starting at the firm

*


Contract of employmentcontent

Parties to the contract Date of commencement Place of work Salary Hours of work Overtime

Holiday entitlement Sick pay Grievance and disciplinary

procedures Notice periods Employee discounts

The following headings are used by a major High Street retailer in their sales assistants’ employment contracts

*


Contract of employmenttask – Climate ClothingDraw up an employment contract for the

new recruit using the headings below Don’t worry too much about trying to write

clever English – keep it straightforward

*

Parties to the contract Date of commencement Place of work Salary Hours of work Overtime

Holiday entitlement Sick pay Grievance and disciplinary

procedures Notice periods Employee discounts


Training

Date post:	03-Jan-2016
Category:	Documents
Upload:	grace-west
View:	214 times
Download:	0 times

28 October 2015© easilyinteractive.com 2006-101 The recruitment process Job advertisement...

Documents