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Recruitment & selection

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by Sana Hussain, Beth Rapley, Elizaveta Tyan

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•   To replace those that have been fired

•   To replace those who left the company

•   In case new jobs are created - E...

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The business must be clear about :

   what the job entails

   what qualities are required

   what rewards are needed...

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Recruitment & selection

  1. 1. by Sana Hussain, Beth Rapley, Elizaveta Tyan
  2. 2. • To replace those that have been fired • To replace those who left the company • In case new jobs are created - Expansion • Maternity • Dies • New technology – skilled labour 2
  3. 3. The business must be clear about :  what the job entails  what qualities are required  what rewards are needed to motivate the staff 3
  4. 4. Methods • Notice boards • E-mail • Letters • Meetings • Conferences • Bulletin boards 4
  5. 5. Advantages: Disadvantages:  It is likely to be quicker x Existing workers may not and cheaper than external have the skills recruitment required, especially if the  Greater variety and business wants to develop promotion opportunities new products or markets may motivate employees x Relying on existing employees  It avoids the need and cost may lead to a stagnation of of induction training ideas and approaches within the business  The firm will already be x It may create a vacancy aware of the employee’s elsewhere, postponing skills and attitude to work external recruitment rather than avoiding it 5
  6. 6. Methods • Internet ( LinkedIn) • Newspapers • Job Centre • Recruitment agencies • Radio • Personal recommendation 6
  7. 7. Advantages: Disadvantages:  It should result in a wide x It can be very expensive and range of candidates than time-consuming internal recruitment process, possibly using up  Candidates may already valuable resources have the skills required to x It can have a de-motivating carry out the job in effect on members of the question and thus avoiding existing workforce, who may the need and cost for have missed out on a training promotion 7
  8. 8. Advantages: Disadvantages:  Employers save time by x Expensive employing an agency to look for an employee rather than x May take a long time them doing it themselves to recruit an ideal candidate  Specialised services increases chances of finding the most suitable employee for the job 8
  9. 9. 1. Determine the number and type of employees required 2. Conduct job analysis for each vacancy to identify the various duties and responsibilities involved 3. Create a job description and person specification 4. Advertise the vacancy – internally or externally to attract suitable applicants according to the job required 5. Draw up a shortlist of the most suitable applicants for interview 6. Decide on the most suitable candidate using appropriate selection methods 7. Appoint the successful candidate and inform those who have been unsuccessful 9
  10. 10. Job description Job specification  Title  Title  Purpose  Department of work  Position in the  Brief description of job company  Qualifications needed  Specific duties  Experience  Responsibilities  Skills  Working Hours  Personal Attributes  Location or premises 10

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