1. by Sana Hussain, Beth Rapley, Elizaveta Tyan

2. • To replace those that have been fired
• To replace those who left the company
• In case new jobs are created - Expansion
• Maternity
• Dies
• New technology – skilled labour
2

3. The business must be clear about :
 what the job entails
 what qualities are required
 what rewards are needed to motivate the staff
3

4. Methods
• Notice boards
• E-mail
• Letters
• Meetings
• Conferences
• Bulletin boards
4

5. Advantages: Disadvantages:
 It is likely to be quicker x Existing workers may not
and cheaper than external have the skills
recruitment required, especially if the
 Greater variety and business wants to develop
promotion opportunities new products or markets
may motivate employees x Relying on existing employees
 It avoids the need and cost may lead to a stagnation of
of induction training ideas and approaches within
the business
 The firm will already be
x It may create a vacancy
aware of the employee’s
elsewhere, postponing
skills and attitude to work
external recruitment rather
than avoiding it
5

6. Methods
• Internet ( LinkedIn)
• Newspapers
• Job Centre
• Recruitment agencies
• Radio
• Personal recommendation
6

7. Advantages: Disadvantages:
 It should result in a wide x It can be very expensive and
range of candidates than time-consuming
internal recruitment process, possibly using up
 Candidates may already valuable resources
have the skills required to x It can have a de-motivating
carry out the job in effect on members of the
question and thus avoiding existing workforce, who may
the need and cost for have missed out on a
training promotion
7

8. Advantages: Disadvantages:
 Employers save time by x Expensive
employing an agency to look
for an employee rather than x May take a long time
them doing it themselves to recruit an ideal
candidate
 Specialised services
increases chances of finding
the most suitable employee
for the job
8

9. 1. Determine the number and type of employees required
2. Conduct job analysis for each vacancy to identify the
various duties and responsibilities involved
3. Create a job description and person specification
4. Advertise the vacancy – internally or externally to attract
suitable applicants according to the job required
5. Draw up a shortlist of the most suitable applicants for
interview
6. Decide on the most suitable candidate using appropriate
selection methods
7. Appoint the successful candidate and inform those who
have been unsuccessful
9

10. Job description Job specification
 Title  Title
 Purpose  Department of work
 Position in the  Brief description of job
company  Qualifications needed
 Specific duties  Experience
 Responsibilities  Skills
 Working Hours  Personal Attributes
 Location or premises
10