Choosing the Right Employee | Business Studies for GCSE/IGCSE - Year 11 PDF Download

The Employee Recruitment Process

• The process of recruitment and selection outlines the various steps a company undertakes to onboard new employees
• Typically, a manager or HR representative is designated to oversee the application process. This individual, sometimes with a team, will create a list of potential candidates from the received applications
• After receiving applications, a manager or an HR staff member is usually chosen to oversee the application process. They, along with others if necessary, will compile a list of potential candidates from the applications received. This list, known as a shortlist, consists of individuals who will be either invited for interviews or requested to complete assessment tasks

Stages in the Recruitment Process

Step 1: Defining the Role

• Organizations should precisely identify the requirements for the role, which includes formulating a job description and a person/job specification. 
  • A job specification, also referred to as a person specification, details the qualifications, skills, experience, and personal attributes expected from a candidate for a particular job. For instance, qualities like problem-solving skills, effective communication, or proficiency in Java coding may be specified. 
  • On the other hand, a job description outlines the responsibilities, duties, and prerequisites associated with a specific job.

Comparison of the Person Specification and Job Description

Step 2: Identifying the Source of Required Employees

• Internal recruitment involves promoting or redeploying existing employees within the organization. This method fosters employee growth, boosts morale, and can result in cost and time savings on training.
• External recruitment, on the other hand, entails bringing in new talent from outside the organization. This approach can introduce fresh perspectives, experiences, and ideas to the company.

Step 3: Advertising the Role

When it comes to advertising a position within a company, it is essential to reach out to potential candidates effectively. Here are some key strategies:

• Utilize various platforms to advertise the job opening, such as online job boards, social media, and the company's website.
• Create a compelling job description that clearly outlines the responsibilities, requirements, and benefits of the role to attract suitable candidates.
• Highlight the company culture and values in the job advertisement to ensure alignment with potential candidates.
• Engage with recruitment agencies or headhunters to reach a wider pool of qualified candidates.
• Advertising Job Roles
  • Job roles can be advertised either internally or externally by businesses.
  • For internal candidates, avenues such as business newsletters, staff noticeboards, or internal emails can be utilized for displaying job advertisements.
  • Line managers might recommend suitable candidates post appraisals.
  • External candidates can be reached through advertisements in newspapers, industry magazines, specialized recruitment websites, agencies, and government-run agencies.
  • Existing employees may nominate individuals they know for roles, sometimes receiving rewards if their nominees are successfully recruited.
  • High-level roles can be filled using headhunting strategies.
  • Businesses with a robust social media presence can cost-effectively advertise job roles on platforms like Facebook, LinkedIn, and TikTok.
  • Specialist recruitment portals can be employed for advertising, although they are costly and target specific applicant groups.
  • For example, in the UK, The Times Educational Supplement is a prominent publication used for recruiting teaching staff.

Step 4: Receiving Applications

Once the recruitment strategies have been employed, the next step involves receiving applications from potential candidates who have been attracted through the various methods mentioned above.

Comparison of Application Methods

Step 5: Selection

• Once job applicants have applied and the company has chosen potential candidates, various techniques can be utilized to pick the most suitable individual for the position.
• Interviews are a common method used to engage with applicants. These interactions typically involve a face-to-face, phone, or online conversation between a manager and the applicant to assess their appropriateness for the position. It is crucial to prepare a set of pertinent questions for all candidates and ensure that the interview is conducted fairly and consistently. Interview inquiries may revolve around job-related skills and experiences, past achievements and setbacks along with how they were managed, as well as personal interests and experiences.

Understanding the Interview Process

• They typically involve a direct interaction, whether in person, over the phone, or online, between a manager and a candidate to assess their suitability for a specific role.
• It's crucial to prepare a set of pertinent questions that are asked of all candidates, ensuring the interview is conducted fairly and consistently.
• Interview questions often revolve around the candidate's relevant skills, past experiences (both successes and failures, and how they were handled), as well as personal interests and experiences.

Candidates' Test Assessments

• Candidates may be required to take tests to showcase their competencies and suitability for a position.
• Candidates might need to complete assessments either independently or collaboratively to evaluate their teamwork capabilities.
• Various test formats could encompass:
  • Skills assessments, like numeracy tests, to gauge candidates' task execution abilities.
  • Aptitude evaluations to determine a candidate's potential for skill enhancement or growth.
  • Intelligence tests assessing a candidate's capacity to perform at a specific level.
  • Personality tests identifying desired attributes, such as effective team collaboration skills.

Recommending Which Applicant to Employ

• The ultimate decision on which applicant to hire hinges on various factors.
• Even after identifying a suitable candidate, the company must deliberate on whether it can confirm their appointment by meeting the applicant's salary and benefits expectations.
• Can the company satisfy the applicant's salary and benefits requirements?
• Can appropriate additional benefits be provided?
• Are there appealing growth opportunities available for the applicant?

Factors used to Select the Best Applicant

Choosing between two different applicants

• A small children's bookshop business has received two applications for its advertised sales assistant role
• The shop owner is looking to select a candidate who is knowledgeable, excels in customer service, communicates effectively (especially with young customers), and is willing to handle administrative tasks like banking.
• Which of the two applicants is more likely to be hired?

Applicant 1: Sarah

• Sarah performed well in the assessment tests but slightly lagged in communication skills.
• She lacks direct experience working with children but shows enthusiasm to learn and adapt.
• Sarah does not possess a first aid qualification at the moment.
• Overall, Sarah shows potential but may need more training to excel in the role.

Applicant 2: Amira

• Amira excelled in the assessment tests, particularly showcasing strong communication skills, almost 20% better than the other applicant.
• She has practical experience working with children for two weeks, which aligns well with the requirements of the position.
• In addition, Amira holds a valuable first aid qualification, a crucial skill when dealing with children.
• Overall, Amira is deemed a better fit for the sales assistant role based on her skills and experience.

Final Assessment

• Considering the skill set and experience of both applicants, Amira emerges as the stronger candidate for the sales assistant role at the children's bookshop.
• Her superior communication abilities, relevant experience with children, and possession of a first aid qualification make her better suited for the position.
• The decision to appoint Amira is supported by her overall alignment with the job requirements and the potential to excel in the role.