Finding the right people for the right roles at the right time is crucial for any business to ensure its workforce has the skills and competencies required to achieve its aims whilst effectively meeting the needs and wants of its customers. This video looked at the process and importance of effective recruitment and selection to ensure a business has the right people in the right roles at the right time. First of all, let's talk about recruitment.
Put simply, recruitment is the process of finding people to work for the business. The recruitment process starts with the business identifying the job vacancy itself. This commonly occurs when an employer leaves a business and they are simply looking to replace them.
However, this is not the only reason why a business might identify a vacancy. Job vacancies also occur for a variety of reasons, such as a restructure within which job roles are changed or created. It could also include the growth of a business whereby new roles are added, and a change in either the nature of the job or the nature of the of employees work or consumer demands.
Regardless of the reasons for the job vacancy a business should conduct a job analysis to formally decide the key characteristics of the role such as how many hours the employee will work, what their responsibilities will be, the skills required and who they will report to. Now the business has identified the job vacancy and conducted job analysis to formalise the requirements of the role and the employee recruited, they can now start to prepare the key recruitment documentation, which are known as a job description and a person specification. The job description outlines the role to prospective applicants, informing them of the core tasks and responsibilities of the job vacancy, including the role description, the job description including the pay, contracted hours and location of the role. A person specification outlines the skills, experience and qualifications expected of applicants to competently work in the role should they get the job. These are generally identified as either being essential or desirable, providing the applicant with a chance to self-assess their suitability for the role before applying.
Now it's time to advertise a job vacancy which can be done internally or externally dependent on how the business wishes to recruit for the job vacancy itself. Internal recruitment would see a current employee either promoted or re-deployed. deployed into the role.
Internal vacancies are usually advertised on the business's intranet and notice boards. There are a number of key benefits of recruiting internally, such as the reduced cost, decreased timescales and the business already knows the time to recruit. knows the employee, including their personality, skills and areas for development, alongside the employee being familiar with company policies and culture. However, internal recruitment does limit the choice of candidates for the job vacancy, as the business is restricted to current employees who bring limited fresh ideas to the role and it naturally creates another vacancy in the business.
In contrast, External recruitment is when the business employs a person who does not currently work for them. There are a number of key benefits to recruiting externally such as attracting a wider pool of applicants who may bring fresh ideas to the business, alongside the possibility of finding a candidate with previous experience in a similar role with a competitor, which may mean they already have the required skillset which can then ultimately reduce training requirements. However, external job vacancies usually cost more to advertise. and can be commonly found online or in physical form via recruitment agencies, professional job boards or local and national press.
Also, external recruitment often takes longer and the business may recruit the wrong person as they can provide a false impression during the interview process. So now we've looked at recruitment, let's take a look at how selection finishes the process. So the first stage in the selection process is to collect and review the application forms and CVs of anyone who has applied for the vacancy. Essentially, Similarly the business is looking to narrow the applications down to a small number based on their suitability for the role against a job description and person specification through a process called shortlisting.
The reason a business shortlists is due to the fact that they are not able to get a job to the sheer volume of applications it may receive, making it impossible to interview every applicant as it would take up too much time and cost too much money. Therefore, the best applicants are shortlisted and invited to an interview, which may also include a form of assessment. Interviews can be conducted with an applicant on an individual basis.
thesis, or in a group setting alongside other applicants. And they come in many formats, such as in person, over the phone, or in more recent times businesses can opt to interview applicants via video call. Interviews provide the opportunity for the business to ask the applicant a series of questions to assess their suitability for the role. They support the selection process by allowing the business to explore the applicant's personality and provide the opportunity for additional questions to be asked should they be required.
However, interviews can be very time consuming, often being conducted by senior members of staff such as managers, which can then lead to them being absent from their normal role for hours if not days. potentially costing the business money in both wages and other factors such as potential lost productivity and decreased levels of customer service. Also, the interview process does not always identify the best applicant for the job. As some people are just naturally better at talking and selling themselves than others which may lead to the business selecting the wrong applicant.
Alongside an interview, applicants may be required to complete assessments which can play a pivotal part in the selection process. providing additional information about their suitability for the role by testing their personality, attitude, abilities and skills. There is credible research to suggest that testing applicants can be an effective predictor of future job performance, especially for roles which require more complex thinking.
However, testing can be time consuming, especially if it is done alongside an interview and more importantly, some applicants may crumble under the pressure of a test and no one can be sure of their success. and not demonstrate their true capability. Therefore, results should not be used as the sole basis for a selection decision, rather to support the selection decision alongside an interview and consideration of other relevant factors.
The final stage of the selection process is to select a successful applicant and offer them the role. At this point, the business would typically request references to clarify and confirm the information the business has been supplied by the applicant is a true and accurate representation. It's important to be aware that the business does not have to recruit any of the applicants if they struggle to find the right person for the job once they have finalized all the applicants scores from the interviews and assessments have been taken.
In this case the recruitment process would simply start again and the job vacancy would be re-advertised. So that's it the recruitment and selection process. I hope you found the video useful if you have don't forget to like the video and subscribe to TwoTip. teachers YouTube channel for lots more business studies videos. Thanks for listening and all the best!