Something to think about Selecting the right person

Something to think about! Selecting the right person for a job is critical for the organisation. Businesses use application forms, online tests, interviews, personality testing and in-tray exercises. Discuss the role of evidence, logic and intuition when choosing between candidates.

TOPIC: LESSON TITLE: Topic 2: Human Resources The R&S Process (Recruitment, Appraisal, Training, Dismissal) COMPETENCY FOCUS: Research (I 1): you will develop your skills in research as throughout this topic, you will need to research the role of human resource in HRM, the different job roles that exist within an organisation and also the recruitment & selection documentation that the organisation uses to help recruit the right people for their vacant job roles. [IB Learner Profile Development: Thinker] Learning Objectives By the end of the lesson, you should be able to… LO 1) Describe the recruitment and retention process LO 2) Explain methods of recruitment, appraisal, training and dismissal, using specific examples LO 3) Evaluate methods of recruitment, appraisal and training in finding the right person for the job. . SMSC: You will assess the organisational culture of businesses in terms of fundamental structure, purpose and strategy development. CRITICAL THINKING KEY: Knowledge Application Analysis Evaluation

Recruitment & Selection Process Job Description Stage One: Define Requirements Stage Two: Attract Potential Employees Stage Three: Select the Right Person for the Job! Person Specification Job Advertising Shortlisting Job Interview Ability Testing

What is a job description? The managers of the company decide they need to hire a new person to fill a vacancy. The job description is then put together by management and describes what skills, qualifications and details the job requires. The job description is usually handed out to applicants when they express an interest in the job or request an application form.

What is a Person Specification? The person specification is produced alongside the job description. It is a profile of the type of person needed to do the job including their skills, personality traits and previous knowledge and experience. It shows essential and desirable skills and how these skills are tested.

Recruitment & Selection Process Job Description Stage One: Define Requirements Stage Two: Attract Potential Employees Stage Three: Select the Right Person for the Job! Person Specification Job Advertising Shortlisting Job Interview Ability Testing

Ways to Recruit New Staff Traditional Methods Internet-based Methods Newspaper Ad Online application form CV Online CV Letter of application Email Word of Mouth Web Ad Application Form Web page pop-up i. e. www. monster. co. uk Careers Fair

Recruitment & Retention Recruitment: Taking on employees Retention: Keeping employees in the workplace for as long as possible, keeping knowledge in the organisation. Measuring staff turnover: No of staff leaving in a year Average no of staff employed in that year

Recruitment & Selection Process Job Description Stage One: Define Requirements Stage Two: Attract Potential Employees Stage Three: Select the Right Person for the Job! Person Specification Job Advertising Shortlisting Job Interview Ability Testing

What is a Job Interview? Ø It is the most common form of selection Ø The job interview allows an employee to see if the candidate is the right person for the job Ø Interview questions are cross-referenced against the person specification and job description Ø Present: the person being interviewed (interviewee), and the employers (interviewers). There can be more than one interviewer on the interview panel.

Structure of a Job Interview Start: Ø Interviewer welcomes the candidate and introduces themselves Ø Interviewers state the purpose of the interview and describe how it is to be conducted. Middle: Ø Questions are asked. Some are open-ended and encourage discussion, some questions are closed questions. Some questions might need the interviewee to give examples Ø The questions will refer to the person specification & job description. E. g. Name a situation where you have demonstrated good interpersonal skills or where you have had to work as a team. At the end of the interview: Ø Interviewer asks the candidate if they have any questions about the job or the company.

Benefits of a job interview For the Employer: • • • Information that cannot be obtained on paper from a CV or application form Conversational ability - often known as people skills Identify personal qualities See how applicant reacts under pressure Queries or extra details missing from CV or application form For the Candidate: • Whether job or business is right for them • What the culture of company is like • Exact details of job

Independent Research Now, independently research: - Training (on-the-job/off-the-job) Staff Appraisal Redundancies Contract of Employment [40 mins research time]

Employment Practices & Work Patterns Peripheral Workers Temporary/P-Time/Selfemployed Core Workers Full-time/Permanent

Handy’s Shamrock Organisation

Exam Question ‘College Vacancies at Select College’ Pg. 107 25 marks=45 mins

Reflection Reflect on what you have learnt this lesson. What do you need to know more about?