Staff Recruitment and Selection Essay -- Business Management Studies

Staff Recruitment and Selection In this section I will be explaining and discussing the organisations (Southgate college) procedures for recruiting and selecting staff and also identifying the Key factors that have to be considered at every stage of this process. Procedures 1. Job analysis: is there a need for a vacancy? Either because: (i) The nature of the job has changed, which could result in restructuring hence the availability of more jobs. (ii) A person has left or been promoted, leaving an available space in their former position 2. If there is a vacancy a job description is complied: (i) The task of the job (ii) The behaviour to achieve these tasks So Southgate College will have to write a job description to show what the job is (i.e. Admissions Assistant) and what it involves. In the job description there must be a list of tasks required and what will be essential to do the job. 3. Person specification Characteristics and the qualities needed of the person needed for the job: (i) Physical make up: what should the jobholder look and sound like, Gender or ethnicity, generally the law does not allow the employees to specify. (ii) Qualifications: education, formal qualifications and experience (iii) Specific skills (iv) Hobbies and interests (v) Personality: temperament (vi) Personal circumstances The reason for the person specification is to find out more about the candidate and what the person is generally like. A person specification sets out the qualities of an ideal candidate. 4. Job advertisement: based on the applicant's personal profile Plus: 1. Wages and salaries 5. Holidays 2. Hours of work 6. Address telephone number 3. Perquisites 7. Closing date 4. Duties 8. Method of application: Application form Application form and c.v. Letter of application and c.v. 5. Drawing up a short list for interview: The short list consists of 4-5 people who best fit the person specification and the job description. There may be differences in age, experience, and qualifications. 6. Selection interviews: (i) Structuring the interview; depends on the nature of the job, size of the organisation. As Southgate College is a big organisation, interviews are conducted by a panel: Personal officer Head of departm... ...sight before actually applying for the job. The information written in these three documents are very important because in all the documents the information must be written accurately and also not misleading for the applicant e.g. the duties involved in the job. The information must be high quality for the applicant to be able to understand what is written and also to make sure the person knows what each document is telling them for example the applicant can not read a document which tells him a set of duties to do but the other document says something completely different. There is two ways of testing the applicant: 1. Informal method- this way of testing is based on an interview were questions are asked Through this method the employer will be able to find out what the person has to offer and what kind person he is on terms of e.g. appearance, attitude, body language. 2. Psychometric tests- this tests the person’s personality it will show the interviewers what the person is like generally. The questions must be checked before they can be asked the reason for this is to remove bad questions and also to remove social, racial or sex bias.