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3.1.2 Stages of Recruitment

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First, the business will need to find out the type of role they are hiring for. This may be because the business is growing and doesn’t have the capacity to meet demand or to replace an employee that is leaving.
A Person specification is a document that outlines the ideal candidate that the business is looking to hire. It will outline the essential (required) and desired (ideal) qualifications and experience for candidates to have.
A Job description is a document that outlines information of the job position detailing duties and responsibilities, hours and days to be worked and the Chain of command (who reports to who).
The business will advertise the job using internal or external methods of recruitment.
Shortlisting is the process of selecting the most suitable applicants from those who have applied. Once the business has collected in applications, it will look at removing candidates that do not meet the essential criteria in the person specification. If the business get lots of applicants, they may then remove those that do not have the desired criteria so that they do not have as many applicants to interview, this is known as shortlisting.
Testing can be used to further shortlist the candidates. Tests may include health and safety, Customer service, food safety or English and maths. Jobs that require a high level of literacy or maths may use testing to remove unsuitable candidates. Many graduate schemes make candidates complete tests. Aldi supermarket offers a graduate scheme with a starting salary of £40,000 and a free Audi car, they receive so many applications that they use testing to help assess the suitability of potential candidates.
Interviews are the next stage in the recruitment process and are a chance to get to know the candidate personally and understand how they will react in day-to-day situations such as interacting with customers and getting a sense of how well they will work in a team. Interviews can be done face-to-face, online (via Zoom or Skype) or via telephone.

Task: Watch https://www.youtube.com/watch?v=EAqAgM_tfmU and list tips to do and things to avoid.

Businesses may also choose to do roleplay in interviews and some businesses are also known to ask some outside-the-box questions, such as “What kind of cheese would you be?” or “What animal are you most like?”.
References are requested from an applicant’s previous employees or educational institution. The referee details would be listed on the candidate’s application form and they will be requested to review the candidate’s abilities skills, attributes, experience, and characteristics and can then be used by the business to help decide if the candidate is suitable to employ. Sometimes a candidate may already be hired and have had a job offer withdrawn due to not receiving satisfactory references. Usually, 2 references are requested.

Sometimes verbal references may be used to get some less informal information. Candidates are usually entitled to request to view any written references.
The business will not offer the position. They will usually call the successful applicant first to make sure that they want to accept, then may or may not call the unsuccessful candidates. Businesses tend not to call unsuccessful candidates first in case the successful applicant declines the job, this gives the business a backup or second Place option.
Finally, a contract will be issued and signed by the new employee.
Different types of contracts of employment:
– Permanent
– Temporary
– Freelance
– Fixed term
– Full-time
– Part-time
– Zero hour

3.1.1 Methods of Recruitment

3.1.3 Type of Employment Contracts