UNIT 8 - RECRUITMENT AND SELECTION PROCESS
KEY TERMS
Describe the following in one or two sentences.
1. Recruitment and Selection – providing the documents
that are needed for recruitment from the advertisement,
including arrangements for applicants to send in their
information the business. Selection of the candidates ones
applications have been received.
2. Workforce planning – Businesses need to match the skills,
knowledge and number of employees to their current and
future needs. To work out their needs, they need to review
the number and skills of employees they have now, what
they think will happen in the future and the number that
they will need in the future.
3. Job analysis – Job analysis is what is used to create the
job description and person specification that are required.
4. Staff turnover – This calculation takes the number of
employees that left in a given amount of the time (ususally a
year) as a percantage of all employees. For example ten
, employees leaving in one year from 100 employees would
be 10/100=10% turnover. The average UK staff turnover is
15%.
5. Job centres – Job centres are popular places for emplers
to advertise vacancies as this is where people go to get
advice on different jobs and benefits.
6. Recruitment agencies with examples – Recruitment
agencies such as Reed or Office Angels are also popular but,
unlike job centre, they charge commission for finding
suitable people for employers on a temporary or permanent
basis. Recruitment agencies provide employers with details
about potential applicants. Often recruitment agencies will
provide staff on a temporary or permanent basis.
7. Job advertisement – International advertising is the
simpler of the two types of advertising for a vacancy. This is
because it only needs to be shown to employees who
currently work for the organisation. It may be placed on the
staff noticeboard, web page, company magazine or
mentioned in a staff meeting or through a mass email.
8. Job Descriptions – Job description give information to
prospective employees abaut what the job actually involves
by giving the purpose of the job and the types of
responsibilities and duties that will bw expected as a part of
that job. Different organisations have their own particular
extra information, but there are a set of key elements that
are always included.
KEY TERMS
Describe the following in one or two sentences.
1. Recruitment and Selection – providing the documents
that are needed for recruitment from the advertisement,
including arrangements for applicants to send in their
information the business. Selection of the candidates ones
applications have been received.
2. Workforce planning – Businesses need to match the skills,
knowledge and number of employees to their current and
future needs. To work out their needs, they need to review
the number and skills of employees they have now, what
they think will happen in the future and the number that
they will need in the future.
3. Job analysis – Job analysis is what is used to create the
job description and person specification that are required.
4. Staff turnover – This calculation takes the number of
employees that left in a given amount of the time (ususally a
year) as a percantage of all employees. For example ten
, employees leaving in one year from 100 employees would
be 10/100=10% turnover. The average UK staff turnover is
15%.
5. Job centres – Job centres are popular places for emplers
to advertise vacancies as this is where people go to get
advice on different jobs and benefits.
6. Recruitment agencies with examples – Recruitment
agencies such as Reed or Office Angels are also popular but,
unlike job centre, they charge commission for finding
suitable people for employers on a temporary or permanent
basis. Recruitment agencies provide employers with details
about potential applicants. Often recruitment agencies will
provide staff on a temporary or permanent basis.
7. Job advertisement – International advertising is the
simpler of the two types of advertising for a vacancy. This is
because it only needs to be shown to employees who
currently work for the organisation. It may be placed on the
staff noticeboard, web page, company magazine or
mentioned in a staff meeting or through a mass email.
8. Job Descriptions – Job description give information to
prospective employees abaut what the job actually involves
by giving the purpose of the job and the types of
responsibilities and duties that will bw expected as a part of
that job. Different organisations have their own particular
extra information, but there are a set of key elements that
are always included.
