Recruitment, Selection & Training (Edexcel A Level Business)
Revision Note
The Recruitment & Selection Process
Recruitment is the process of attracting and identifying potential job candidates who are suitable for a particular role
Recruitment activities include job advertising, job fairs, social media outreach and referrals from current employees
The goal of recruitment is to create a pool of qualified candidates who can be considered for the role
Selection is the process of choosing the best candidate
Selection activities often involve reviewing CVs and conducting interviews or assessment tasks
The goal of selection is to hire the most suitable candidate for the job
The recruitment and selection process
1. Define the role
Businesses should determine exactly what is required and part of that is developing a job description and a person/job specification
A job specification outlines the qualifications, skills, experience, and personal qualities required from a candidate for a specific job e.g. problem solver, good communicator, able to code in Java etc.
A job description outlines the duties, responsibilities, and requirements of a particular job
2. Determine the best source of candidates
The business can advertise the role internally, externally, or a combination of both
Internal recruitment is the process of hiring employees from within the organization
It can involve the promotion or redeployment of staff to fill a vacant post
Vacancies are advertised internally on staff notice boards, in newsletters or via in-house electronic communications
Evaluation of Internal Recruitment
Advantages | Disadvantages |
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External recruitment is the process of hiring employees from outside the organisation
External recruitment can bring fresh ideas, experiences and perspectives to the organisation
It overcomes some of the disadvantages of internal recruitment
However, it is often more expensive than internal recruitment
There is also a greater degree of uncertainty as external candidates are unknown to the business
A Comparison of External Recruitment Methods
Method | Explanation |
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Referrals/Personal Recommendations |
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Online Advertising |
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Newspaper Advertising |
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Specialist Trade Publications |
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Employment Agencies |
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Headhunting |
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Job Centres |
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Careers Fairs |
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3. Advertise
Businesses with a strong social media presence can use these platforms to advertise cost-effectively, e.g. Facebook, LinkedIn, TikTok
Depending on the nature of the business, there may be specialist recruitment portals through which they can advertise and these tend to cost more e.g. The Times Educational Supplement is one of the main publications used to recruit teaching staff
4. Receive applications
The application stage involves collecting information from potential candidates
A business may have its own application form, which should gather information such as personal details, qualifications, and work experience
Applicants may also be asked to submit their curriculum vitae (CV) and cover letter explaining why they believe they are the right person for the role
Someone within the business must be nominated to manage the application process
This person (possibly together with others) will draw up a shortlist of candidates from the many applications received
The shortlist usually includes 3-5 candidates who are invited to interview
5. The selection process
This process varies significantly between organisations
Businesses must decide on the most appropriate method which will help them identify the best candidate
The most commonly used methods include interviews and assessment tasks
An explanation of interviews and assessment tasks
Interviews | Assessment tasks |
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Costs Associated with Recruitment, Selection & Training
Recruitment, training, and selection are essential processes for any business to attract, develop, and retain a skilled workforce
These processes involve significant costs for businesses, which can impact their overall profitability and competitiveness
The Costs of Recruitment, Training & Selection
Recruitment Costs | Training Costs | Selection Costs |
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By reducing labour turnover rates and improving the effectiveness of their training programmes, businesses can minimise these costs and improve their overall profitability and competitiveness
Types of Training Provided by Businesses
Different types of training have their advantages and disadvantages for the business
Three common types of training that businesses put their new employees through
Induction training
Induction training is a type of training that new employees receive when they start working for a company
It introduces them to the company, its culture, policies, procedures, and their job roles and responsibilities
E.g. when new employee joins Marks & Spencer they receive induction training that covers customer service, product knowledge, store policies, and safety procedures
The Advantages & Disadvantages of Induction Training
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On-the-job training
A type of training that takes place while employees are working in their job roles
It allows employees to learn new skills and knowledge from colleagues while performing their job duties
E.g. A sous chef at The Ivy Restaurant in York may receive on-the-job training from the Chef to learn how to prepare new dishes, use new equipment, or improve their cooking techniques
The Advantages & Disadvantages of On-the-Job Training
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Off-the-job training
A type of training that takes place outside of the workplace
It can be in the form of workshops, seminars, conferences, or online courses
E.g. Teachers can attend exam board training days at which they learn how to better teach the syllabus and help their students prepare for their exams
The Advantages & Disadvantages of Off-the-Job Training
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