Скачать презентацию The recruitment process Job analysis Intervie w Скачать презентацию The recruitment process Job analysis Intervie w

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The recruitment process Job analysis Intervie w (& test) Job descript ion CV or The recruitment process Job analysis Intervie w (& test) Job descript ion CV or applicat ion form Re-adve rt ise? Selectio 3/18/2018 n © easilyinteractive. com 2006 -10 Check referen ces Person specific ation Job advertis ement Employm ent Contrac t 1

The recruitment process task ® Sorting exercise for interactive whiteboards This sorting exercise is The recruitment process task ® Sorting exercise for interactive whiteboards This sorting exercise is available as either an Activ. Studio 2 or SMART Board flipchart. There is also a definitions sheet to help students. An answer grid can also be filled in on the sheet. * 3/18/2018 © easilyinteractive. com 2006 -10 2

The need for effective recruitment ® To make sure that the best person is The need for effective recruitment ® To make sure that the best person is chosen for a job, the HRM department must be clear about: ® what the job entails ® what qualifications are required to do the job ® what rewards are needed to retain and motivate the worker * 3/18/2018 © easilyinteractive. com 2006 -10 3

Recruitment ® Internal: The business appoints a current employee to a vacancy ® External: Recruitment ® Internal: The business appoints a current employee to a vacancy ® External: When an employee is appointed from outside the organisation * 3/18/2018 © easilyinteractive. com 2006 -10 4

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 5

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 6

1. Job analysis ® The job is broken down into its component parts in 1. Job analysis ® The job is broken down into its component parts in order to identify exactly what the holder is required to do ® Enables the business to identify the role and the ideal recruit * 3/18/2018 © easilyinteractive. com 2006 -10 7

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 8

Climate Clothing job description gap fill task 2. Job description ® Once a business Climate Clothing job description gap fill task 2. Job description ® Once a business has analysed what a job entails, it is important to draw up a description of the job: General information Job title Department Job summary Job content Tasks involved and purpose information Other duties Responsibility (to who and for whom) holidays etc. Working conditions Hours, * Performance 3/18/2018 measurement Criteria for © easilyinteractive. com 2006 -10 performance measuring 9

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 10

3. Person specification: A profile of the type of person needed to do the 3. Person specification: A profile of the type of person needed to do the job ® Drawn up from the job analysis and job description ® Forms the basis for the selection of the most suitable person to fill the job ® Typical elements: ® ® ® ® * Experience and qualifications General intelligence (IQ) Specialised skills – e. g. familiar with ICT Interests Personality Personal circumstances 3/18/2018 © easilyinteractive. com 2006 -10 11

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 12

4. Finding potential applicants ® Jobcentres: Provided by the government ® ® Usually free 4. Finding potential applicants ® Jobcentres: Provided by the government ® ® Usually free for businesses to advertise Employment agencies: Often specialise in a particular field ® Charge for their services Head-hunters: Used to recruit executives – Enticed away from other businesses (golden hello) ® Advertising: ® Usually in the local, national or technical press ® Word of mouth: The most common way in which people find out about jobs ® * 3/18/2018 © easilyinteractive. com 2006 -10 13

Job adverts task We are going to start the recruitment process for a new Job adverts task We are going to start the recruitment process for a new sales assistant at Climate Clothing - an independent fashion retail business situated in a local town ® We have recently conducted a job analysis of the role and this has enabled us to write a job description and a person specification ® Task ® ® * ® Design a display advert for the vacancy that exists at Climate Clothing ® The advert will appear in the job pages of the local newspaper next Wednesday ® You have a budget of £ 120 which will buy a 55 mm x 70 mm space, but you can design the advert at 110 mm x 140 mm ® Use both the job description and the person specification to ensure that the advert is informative, factually correct and relevant! ® Think carefully about what information a good job advert must include What factors will help to ensure a good response from suitable applicants? 3/18/2018 © easilyinteractive. com 2006 -10 14

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 15

5. Application forms, the Curriculum Vitae (CV) and accompanying letter ® Used as the 5. Application forms, the Curriculum Vitae (CV) and accompanying letter ® Used as the basis for the interview ® Curriculum Vitae: A brief account of a candidate’s education, qualifications, experience and interests ® Advantages of CVs: ® ® Can highlight things the applicant wishes to emphasise Can be printed many times and sent to numerous potential employers ® Application forms: Standardise the replies from applicants, making it easier to short-list applicants * 3/18/2018 © easilyinteractive. com 2006 -10 16

CVs task ® Read the article from the BBC ® List your top 5 CVs task ® Read the article from the BBC ® List your top 5 tips for CV writing ® Compare your list with a neighbour ® Do you agree? ® Decide on a combined top 5 tips * 3/18/2018 © easilyinteractive. com 2006 -10 18

5. Application forms, the Curriculum Vitae (CV) and accompanying letter ® Accompanying letter: The 5. Application forms, the Curriculum Vitae (CV) and accompanying letter ® Accompanying letter: The applicant explains why she wants the job and is particularly suited to the job ® The applicant’s chance to show that they are literate! ® It is vital that the letter and CV/application form are well-presented with NO spelling misakes mistakes * 3/18/2018 © easilyinteractive. com 2006 -10 19

Job applications task ® Fill in the Climate Clothing application form applying for a Job applications task ® Fill in the Climate Clothing application form applying for a job as a shop assistant for the summer holidays ® Include the GCSEs you will be taking as well as the grades you expect to get ® Write an accompanying letter to send along with the application. This is your opportunity to ‘sell yourself’ * ® Don’t 3/18/2018 forget to show an interest in clothing! © easilyinteractive. com 2006 -10 20

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 21

Selecting for interview task ® Five candidates have applied for the job but time Selecting for interview task ® Five candidates have applied for the job but time constraints make it possible to only interview two of them ® Use an objective selection procedure to select your interviewees ® Write 2 interview questions that are specific to each candidate ® Write 4 open questions that you could use in an interview to find out if the candidate has a suitable personality for the job * 3/18/2018 © easilyinteractive. com 2006 -10 22

6. Interviews ® Having received CVs and accompanying letters, the company is in a 6. Interviews ® Having received CVs and accompanying letters, the company is in a position to begin the selection process. A short-list of applicants will be selected for interview ® An interview is a two-way process: The interviewer wants to find out whether the applicant would be suitable ® The interviewee is trying to decide whether the job and the business is right for him ® ® Criticism: Interviewers often make up their minds within a couple of minutes – sometimes even when the candidate enters the room! * 3/18/2018 © easilyinteractive. com 2006 -10 23

Testing ® Businesses sometimes use aptitude or psychometric tests (tests of mental ability) to Testing ® Businesses sometimes use aptitude or psychometric tests (tests of mental ability) to try to assess a candidate’s suitability * 3/18/2018 © easilyinteractive. com 2006 -10 24

3/18/2018 © easilyinteractive. com 2006 -10 25 3/18/2018 © easilyinteractive. com 2006 -10 25

Testing task - psychometric test ® Complete a psychometric test for yourself ® Compare Testing task - psychometric test ® Complete a psychometric test for yourself ® Compare your profile and those of candidates A-E with Climate Clothing’s ideal profile ® Discuss the usefulness of the test ® Does it change your opinion about the candidates? * 3/18/2018 © easilyinteractive. com 2006 -10 26

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 28

7. Selection ® The best candidate is appointed ® The decision makers must be 7. Selection ® The best candidate is appointed ® The decision makers must be careful to avoid bias ® e. g. for a popular but weak internal candidate over an excellent external one * 3/18/2018 © easilyinteractive. com 2006 -10 29

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 30

7. Check references ® The employer shouldn’t fail to send off for a reference 7. Check references ® The employer shouldn’t fail to send off for a reference typically from: ®a past employer ® a personal acquaintance ® a former teacher ® These references can be insightful – often for what they don’t say ® e. g. about reliability – getting homework in on time!!! * 3/18/2018 © easilyinteractive. com 2006 -10 31

Check references task ® Write a reference for the person sat next to you, Check references task ® Write a reference for the person sat next to you, ® A reference should include: ® Their qualities (what is good about them) ® Their weaknesses ® What job you think they are most suited for ® What you think of them * 3/18/2018 © easilyinteractive. com 2006 -10 32

The full recruitment process Job analysis Interview (& test) Job description Person specification CV The full recruitment process Job analysis Interview (& test) Job description Person specification CV or application form Job advertisement Re-advertise? Selection * 3/18/2018 Check references © easilyinteractive. com 2006 -10 Employment Contract 33

9. Contract of employment ®A written document detailing an employee’s terms and conditions of 9. Contract of employment ®A written document detailing an employee’s terms and conditions of employment ® Must be given to the employee within 13 weeks of starting at the firm * 3/18/2018 © easilyinteractive. com 2006 -10 34

Contract of employment content ® The following headings are used by a major High Contract of employment content ® The following headings are used by a major High Street retailer in their sales assistants’ employment contracts Parties to the ® Holiday entitlement contract ® Sick pay ® Date of ® Grievance and commencement disciplinary procedures ® Place of work ® Notice periods ® Salary ® Employee discounts ® Hours of work ® 3/18/2018 Overtime © easilyinteractive. com 2006 -10 ® * 35

Contract of employment task – Climate Clothing ® Draw up an employment contract for Contract of employment task – Climate Clothing ® Draw up an employment contract for the new recruit using the headings below ® Don’t worry too much about trying to write clever English – keep it straightforward ® ® ® * Parties to the contract Date of commencement Place of work Salary Hours of work Overtime 3/18/2018 ® ® ® Holiday entitlement Sick pay Grievance and disciplinary procedures Notice periods Employee discounts © easilyinteractive. com 2006 -10 36

Training 3/18/2018 © easilyinteractive. com 2006 -10 37 Training 3/18/2018 © easilyinteractive. com 2006 -10 37