Firms recruit, select and train staff in different ways with varying degrees of success.
Without the right staff with the right skills, a business cannot make enough products to satisfy customer requirements. This is why organisations draw up workforce plans to identify their future staffing requirements.For example, they may develop plans to recruit a new IT Manager when the current one plans to retire in eight months time.
Recruitment is the process by which a business seeks to hire the right person for a vacancy. The firm writes a job description and person specification for the post and then advertises the vacancy in an appropriate place.
- Job descriptions explain the work to be done and typically set out the job title, location of work and main tasks of the employee.
- Person specifications list individual qualities of the person required, eg qualifications, experience and skills.
Firms can recruit from inside or outside the organisation.
- Internal recruitment involves appointing existing staff. A known person is recruited.
- External recruitment involves hiring staff from outside the organisation. They will bring fresh ideas with them but they are unknown to the company - will they fit in?
Managers must decide on the best method to assess and select applicants for a job. Application forms, CVs, references, interviews, presentations, role-play and tests can be used to show if an individual is suitable for the specific job on offer.
Many organisations are as concerned about attitude as they are about skill. There is little point in appointing the best qualified or most skilled applicant if they have a poor attitude toward work or cannot operate as part of a team. This is particularly important in small firms with very few staff.