Developing and Effective Workforce

Recruitment

• Identifying need for new employees, attracting best candidate + selecting most suitable candidate in order to meet staff requirements of firm
• 1. Vacancy arises
• 2. Job description is written
• 3.  Person Specification written
• 4. Advertisements place in appropriate media
• 5. Application forms and CVs and letters of application requested
• 6. Short listing takes place
• 7. Interviews held and testing takes place
• 8. Selection takes place + Appointment is made

Internal vs External Recruitment

• Internal
  • Filling a job vacancy by selecting a person who is already within organisation
• External
  • Filling job vacancy by selecting person outside firm
• Arguments for Internal
  • Employee + abilities already known
  • Internal promotions - motivates workforce
  • Quicker and cheaper selection
  • Shorter induction period
  • Reduces risk of employing wrong person
• Arguments for External
  • Larger choice of well qualified applicants
  • New blood, new ways of thinking
  • Overcomes jealousy of internal recruitment
  • Can help firm understand how other firms work
• Opportunity cost in relation to recruitment - In firms interest to recruit best person for job at minimum cost in terms of time and resources

Selection - Interviews and other methods of assessment

• Interviews - Most popular and traditional but not most effective, swayed by appearance and personality
• Aptitude and attainment tests - Measures how applicant copes when presented with particular business situation - Or how good applicant is at particular skill eg. Word Processing
• Psychometric or personality tests - Measures personality, attitude and character of applicants eg. loners or team players…