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level: Recruitment and Selection

Questions and Answers List

level questions: Recruitment and Selection

QuestionAnswer
What is recruitment?Attracting a suitable number of people to apply for the post
What is selection?Choosing a suitable person from those who have applied for the post
What are the five stages of the recruitment process?Identify the vacancy Carry out a job analysis Prepare a job description Prepare a person specification Advertise the vacancy (internally or externally)
Describe "identify the vacancy"When a position becomes available in the organisation
Describe carry out a job analysisA detailed study of what the job actually involves such as tasks, responsibilities and workload
Describe prepare a job descriptionA written document containing the main details of the job such as tasks, responsibilities, job title and department
Person specificationa written document outlining the dieal person required for the job including skills, qualities, experience and qualifications
advertise the vacancyposting information about the vacancy to allow internal and external candidates to apply
internal recruitmentapplicants from within the organisation
external recruitmentapplicants from outside the organisation
examples of internal recruitmentoffice bulletin boards internal email staff newsletter
external recruitment examplesrecruitment agency Job websites newspaper social media
internal vs external recruitment: skillsinternal recruitment means the skills and ability of the candidate will already be known to the organisation whereas external recruitment means that fresh ideas and ways of working can be brought into the organisation
internal vs external recruitment: no of staffinternal recruitment will still leave a vacancy that needs to be filled whereas external recruitment will increase the total number of staff
internal vs external recruitment: conflicts and motivationinternal recruitment can be motivating for staff if they feel there is a possibility of promotion whereas external recruitment can cause conflict if a new person comes into a department with new ideas/plans
internal vs external : costinternal recruitment can be cost effective as an internal emial may be sufficient to inform staff whereas external recruitment can be very expensive as recruitment agency fees are high
methods of selectionapplication forms curriculum vitae testing interviews references receiving a job offer
application forma structured set of questions completed by the applicant including personal details, experience and references
curriculum vitaea formal document written by the candidate providing details of work experience, skills/abilities and references
testingwhen candidates complete a series of exercises, tasks or activities in order to generate a scorefresult
5 types of testsattainment, aptitude, intelligence (1Q), psychometric, medical
attainment testsassess a candidates skill
aptitude testsassess a candidates natural abilities
IQ testsmeasure a candidatese mental abilities
psychometric testsassess a candidates personality and reveals their traits
medical testsassess a candidates physical well being and ability
interviewsa formal meeting between an applicant and a member of staff to ask a series of questions relating to the job
types of interviewsone to one successive panel
one to one interviewone interviewer speaks to each candidate and selects the best person
successive interviewcandidates have several interviews with different interviewers
panel interviewseveral people sit on a panel and each ask the candidate questions relating to different aspects of the job
adavantages of interviesspersonality and appearance of applicant can be seen questions can be asked to assess the accuracy of the cv/application form applicant gets the chance to ask questions about the job
disadvantages of interveiwstime consuming process as each interview may take at least 20-30 minutes some candidates will not perform well in an interview but be very suitable for the post interviewer bias may affect decisions made from the interviewer
referencesthe name and contact details of an individual who may be contacted by your future employers ta confirm information/details about your application
receiving a job offeronce the selection process has been completed the organisation will make an offer of employment to their preferred candidate. Further specifics of the job may be outlined at this stage such as job start date and starting salaryfrate of pay as part of issuing the job contract
what is the purpose of the job description and person specficationmay be posted along with tje job advert to inform prospective candidates about the details of the role can let prospective candidates know whether applying for the job is worthwhile or not, this could help the business only receive suitable applications will be compared against job applications to see if candidates meet the criteria can be used to help devise questions for the interview