Recruitment Notification of a vacancy Vacancies arise for several reasons: – New jobs are created by expansion or restructuring – Retirement or dismissal of an employee – Promotion of the job holder – The job holder has left for alternative employment elsewhere Is recruitment the answer? Alternatives to recruitment include Overtime working by other employees Restructuring the work Increasing productivity, for example by introducing technology Employing part-time staff Job description A job description is drawn up by the current jobholder, line manager, or the Human Resources Department. The main features of the job description are: – The job title and location – The main purpose of the job – A detailed list of the main tasks involved and standards required – Pay and other benefits – The person to whom the jobholder reports – Any employees who report to the jobholder Person specification A person specification details the qualities of an ideal candidate including as appropriate: – Physique, health and appearance – Qualifications and attainments – Level of general intelligence – Special skills and aptitudes – Interests – Personal qualities, e.g. ability to work in a team – Personal circumstances such as age, marital status etc. Finding candidates 1 Internally Advantages Disadvantages •Increased motivation •Promotion may bring conflict with colleagues •Opportunities for promotion will attract better staff to join •There will be another vacancy the organisation to fill •Internal candidates are •Promoted employees may be familiar with the organisation expected to pick up a job without adequate time or •Candidates are known to the training organisation Finding candidates 2 Externally through: School, College or University Careers Services; Job Centres; Employment Agencies; Recruitment Consultants; advertisements in newspapers and professional journals; Internet etc. Advantages Disadvantages •Wider range of applicants •Expensive •Applicants may be more •New employee may need suitable training and time to get used to employer •Candidates may contribute new ideas •External candidates more aware of the job market Shortlisting When applications have been received, those candidates suitable for the next stage of the selection process – the interview – must be identified: this is called shortlisting – Candidates will be shortlisted if they meet agreed criteria such as qualifications or experience – An impressive job application may help a candidate to get on the shortlist Selecting the right candidate Selecting Selecting the successful candidate involves a thorough analysis of all the information gathered on each of them. Key points will include – Attainments – Experience – Personality – Aptitude or psychometric test results – References – Any medical check – Comments from interviewers Employment Legislation The purpose of employment legislation The purpose of employment legislation is to protect the rights and welfare of employees. Employment legislation also enforces the obligations of employees to other employees and to their employers. The amount of employment legislation has increased considerably over the past 20 years, particularly under the influence of the European Union. Principal employment Acts Health and Safety at Work Act 1974 – requires employers to provide a working environment that is so far as is reasonably practicable, safe and free from hazards, including providing safety equipment and clothing. An obligation is placed on employees to act in safe and responsible way and to observe any safety rules. This Act has been supplemented by many amendments and EU Directives. Principal employment Acts Equal Pay Act 1970 – enforces equal treatment of men and women regarding employment, particularly in respect of equal pay and conditions for work of equal value. This is reinforced by the European Union 1975 Equal Pay Directive. Principal employment Acts Sex Discrimination Act 1975 – makes it illegal to discriminate on the grounds of gender in the areas of recruitment, dismissal, promotion, benefits, or facilities. Enforced by the Equal Opportunities Commission. Principal employment Acts Race Relations Act 1976 – makes it illegal to discriminate on the grounds of gender, marital status, colour, race, nationality or ethnic origin. Enforced by the Commission for Racial Equality. Principal employment Acts Disability Discrimination Act 1995 – makes it illegal to discriminate against a disabled employee and requires employers to provide reasonable facilities for disabled employees. Principal employment Acts Employment Rights Act 1996 – confirms the rights of employees regarding contracts of employment, payslips, Sunday working, time off work, suspension from work, maternity rights, termination of employment, unfair dismissal and remedies against unfair dismissal, redundancy, layoffs and short-time working, and he insolvency of an employer. Additional directives from the EU cover such matters as maximum working hours and part-time working.
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