Easy and fast way for Recruitment and selection of staff by Arthur Marshall. By using this ideas of selection you can easily select the persons for your jobs and required hiring.

1. MANAGEMENT OF PEOPLE
RECRUITMENT AND
SELECTION OF STAFF

2. LEARNING INTENTIONS/SUCCESS
CRITERIA
LEARNING INTENTIONS:
I view the processes
that HRM use to employ
new employees for an
organisation.
SUCCESS CRITERIA:
• I can describe the procedure
for RECRUITMENT and
describe the objective of a
JOB DESCRIPTION,
PERSON SPECIFICATION,
VACANCY ADVERTISING
and APPLICATION
FORMS/CVs.
• I can describe the procedure
for SELECTION and describe
the objective of SHORT
LEETING, INTERVIEWING,
TESTING and REFERENCES.

3. RECRUITMENT
The RECRUITMENT aspect of HRM’s work
involves trying to ENCOURAGE SUITABLE
PEOPLE to APPLY FOR any VACANCIES
(jobs that they need employees for) that the
business has.

4. RECRUITMENT PROCESS
The steps in the recruitment process are to:
• Get the job vacancy
• Carry out a job analysis
• Prepare a Job Description
• Prepare a Individual Specification
• Advertise the job
• Sent out program forms

5. HOW DO JOB VACANCIES
ARISE?
Can you think of reasons for a job vacancy
arising?
Some are:
• An worker leaves, outdated or been promoted
• The company is expanding
• A active here we are at the company is nearing
eg Christmas
• A present worker is going to be missing eg due
to a long-term illness

6. JOB ANALYSIS
Job analysis involves finding out everything about
what a job involves by identifying the following:
• Projects to be finished in the job
• Responsibilities of the job
• Technology that is used in the job
• Knowledge required to undertake the job
• Skills required to undertake the job
• Level of effort required from staff

7. JOB DESCRIPTION
This papers is ready using the details collected during the
job research. As the papers name indicates, the details in this
document is all about THE JOB, for example:
• JOB TITLE and DEPARTMENT
• POSITION IN BUSINESS
• PURPOSE OF THE JOB
• DUTIES OF THE JOB (ie try to be done)
• WORKING CONDITIONS (ie time, vacations, etc)
• TARGETS TO BE MET
The Job Information and facts is usually sent out to applicants
implementing for the job opening so that they can assess if they are
designed for the job.

8. PERSON SPECIFICATION
This papers is also ready using details from the job research.
As the name indicates, this papers is all about the MOST
SUITABLE PERSON for the job in conditions of:
• SKILLS eg interaction skills, IT skills, management skills
• QUALIFICATIONS eg Nat 4/5’s, Highers, HND, Degree
• PREVIOUS EXPERIENCE eg Couple of decades experience in
the same role
• PERSONAL CHARACTERISTICS eg able to operate on own
effort, client support concentrate, focus on detail
These will be regarded as ESSENTIAL or DESIRABLE and will be
used as an inner guidelines to decide which candidates are most
suited to a job.

9. ADVERTISE THE JOB
Applicants cannot obtain job unless they know it
exists and this is where marketing comes in. The
information for the advertisement will be taken from the Job
Description and Individual Requirements.
A job vacancy can be advertised:
• INTERNALLY eg by e-mail or a poster on employees
noticeboard (this outcomes in current employees
being marketed developing another vacancy)
• EXTERNALLY eg in any local or nationwide paper,
on the business website, via a public media site, via
a employment organization or at a Job Center (this
outcomes in a new employee being found)

10. RECEIVE APPLICATIONS
Applications can be received in 2 ways:
• By an applicant finishing an APPLICATION
FORM (either in theory or on-line)
• By an applicant delivering a duplicate of their CV
(Curriculum Vitae)
• Businesses may prefer the Application Form as
all
applicants response the same concerns in the
same order, which creates it much simpler for
them to compare each candidate’s program.

11. INFORMATION ON APPLICATION FORM/CV
Details gathered by either technique should contain
details of each applicant’s:
• Individual information eg name and get in touch with
details
• Qualifications and skills
• Previous perform experience
• Reasons why they want the job/feel suitable to the job
• Specific concerns pertaining to the job
• A personal statement
• Referee’s get in touch with details

12. TASK
Complete Worksheet 38 in your jotters.

13. SELECTION
The SELECTION aspect of HRM’s work
involves trying to choose who is the best
person (from those who have been
recruited) to complete a VACANCY.

14. SELECTION PROCESS
• Get the best applicants from those that
have applied
• Draw up a brief leet
• Interview the applicants on rapid leet
• Carry out examining of the candidates
• Check the applicants references
• Select the best individual for the job

15. IDENTIFYING THE BEST
CANDIDATES
The APPLICATIONS for the job opening have to be
ANALYSED by verifying whether or not they coordinate the
requirements specific in the PERSON SPECIFICATION.
Those who MATCH most CLOSELY will be CONSIDERED
for INTERVIEW.
Those who DO NOT MATCH the needs will be sent
a LETTER telling them that they have been
UNSUCCESSFUL in their program.

16. DRAWING UP A SHORT LEET
A brief leet, or narrow your search, is the
record of
applicants who have MET the
REQUIREMENTS of the PERSON
SPECIFICATION MOST CLOSELY.
They are individuals who will be sent a
LETTER welcoming them FOR
INTERVIEW.

17. INTERVIEWING CANDIDATES
An meeting is a TWO WAY conversation between an
organisation and a job candidate. Discussions may be
conducted in a sequence of units and can be ONE-TO-
ONE (one interviewer) or PANEL centered
(several interviewers).
The objective of the meeting is for the company and the job
applicant to FIND OUT MORE INFORMATION about each
other by talking about particular concerns. The meeting
should ASSESS in depth if an APPLICANT is really
SUITED TO THE POST (in conditions of expertise and
personality).

18. ADVANTAGES OF THE
INTERVIEW PROCESS
The advantages of an interview are:
• Can look into the credibility of the
applicant’s Program Form/CV details
• Can see the character and overall look of
the applicant
• Allows the candidate to ask concerns too

19. DISADVANTAES OF THE
INTERVIEW PROCESS
The disadvantages of an interview are:
• They are very time intensive to bring out
• Some individuals do not execute well in
discussions, but might be still the most
designed for the job
• They are topic to interview panel member
bias

20. TASK
In sets, make a customer survey that you think
could be requested at the meeting for the 2 job
vacancies we considered in Worksheet 38.
Make a note of the answers you will be looking for.
GROUP 1 – concerns for Apple Retail outlet
Genius
GROUP 2 – concerns for Shoes Student
Dispensing Assistant

21. TESTING APPLICANTS
Testing may be carried out to back up or get more
information about a job applicant. Examples of
tests that may be carried out are:
• PRACTICAL TESTING (to evaluate a expertise, eg
generating ability)
• PSYCHOLOGICAL TESTING (to evaluate character, eg
management ability)
• MEDICAL TESTING (to look at the health and fitness of
an applicant)
• ROLE PLAY SITUATIONS (to evaluate how an
candidate may respond in difficult situations)
• PRESENTATIONS – to evaluate concepts a person may
have for the job part or to evaluate their demonstration
skills

22. CHECKING REFERENCES
These take the type of a REPORT (VERBAL OR
WRITTEN) from a PREVIOUS EMPLOYER OR
SCHOOL/COLLEGE about the RELIABILITY OF AN
APPLICANT.
They should consist of concerns about the applicants’
ability
to conduct the job, feedback on SKILLS, PERSONAL
QUALITIES and their ATTENDANCE history.
They can be taken out before or after the interview
and examining levels of the procedure.

23. SELECTING THE BEST
APPLICANT
The ultimate level of the procedure is to CONSIDER
ALL THE EVIDENCE obtained from APPLICATIONS,
INTERVIEWING, TESTING and getting out REFERENCES
to choose the BEST CANDIDATE for the job. A LETTER
will be sent to this candidate OFFERING them the JOB.
After the effective candidate has approved the provide of
the job, LETTERS will be sent to all OTHER
APPLICANTS on the brief leet, telling them that their
APPLICATIONS have been UNSUCCESSFUL.

24. TASK
GROUP 1 – using the concerns you composed in the
previous process and the Individual Requirements
information, act as a board about to meeting candidates
for the publish of Apple Retail store Professional.
Applicants are the people in
Team 2.
Select the best candidate for the job.
GROUP 2 – using the concerns you've created up in the
previous process and the Individual Requirements
information, act as a panel about to meeting for the
publish of Shoes Student Dispensing Associate.
Candidates are individuals in Group 1. Choose the best
candidate for the job.