3.4.2 - Recruitment

• Reasons for job vacancies to arise?

  • Expansion
  • Previous employee was dismissed
  • Maternity/Paternity leave
  • Resigned/Quitting
  • Promotion
  • Long term illness
  • Retirement
• Job share

  When two or more employees agree to share the work and pay of one full time position
• Zero hour contracts

  Where employees are not guaranteed a set number of hours to work each work
• Why is having an effective recruitment and selection process important?

  • Increases output and productivity
  • Allows different ideas
  • Improves quality and customer service
  • Increases staff retention
• Recruitment Process

  1. Job analysis
  2. Job description
  3. Person specification
  4. Job advertisement
  5. Recieve applications
  6. Short list/interviews
  7. Send out offer/rejection letters
  8. Contract of Employment
• Contract of Employment

  A legal agreement between an employee and an employer containing information about the job. This must be given within two months of starting work
• A contract of employment includes:

  • Job title
  • Starting date
  • Hours of work
  • Location
  • Holidays
  • Sickness pay
  • Length of notice employee must give if they want to leave
• Full-Time

  Working around 35-40 hours a week
• Part-Time

  Working around 10-30 hours a week
• Internal Recruitment

  When a business fills a job vacancy with an existing employee of the business
• External Recruitment

  When a business fills a job vacancy with an employee from outside of the business
• Advantages of Internal recruitment

  • Cheaper
  • Quicker
  • Less induction training
  • Higher staff retention
  • Employees strengths/weaknesses are already known
• Disadvantages of Internal recruitment

  • No new ideas
  • Can cause internal rivalry
  • Creates another vacancy
• Advantages of External recruitment

  • Larger choice of applicants
  • New ideas and skills
• Disadvantages of External recruitment

  • Expensive
  • More training need