UNIT 5.

RECRUIT
MENT
Team 5
 01 02
KEY TERMS RECRUITING AND
SELECTING
EMPLOYEES

03 04
TABLE OF TRAINING CASE STUDY 1
CONTENTS

05 06
CASE STUDY II MINIGAME
01. KEY
TERMS
Recruitment: the process from identifying that the business needs to employ someone up to
the point at which applications have arrived at the business

Employee selection: the process of evaluating candidates for a specific job and selecting an
individual for employment based on the needs of the organisation

A job analysis: identifies and records the responsibilities and tasks relating to a job

A job description: outlines the responsibilities and duties to be carried out by someone
employed to do a specific job

A job specification: a document which outlines the requirements, qualifications, expertise,

physical characteristics,..., for a specific job
Internal recruitment: when a vacancy is filled by someone who is an existing employee of the
business

External recruitment: when a vacancy is filled by someone who is not an existing employee of
the business

Induction training: an introduction given to a new employee, explaining the business’s activities,
customs and procedures and introducing them to their coworkers

On-the-job training: occurs by watching a more experienced worker do the job

Off-the-job training: involves being trained away from the workplace, usually by specialist
trainers.
02. RECRUITING
AND SELECTING
EMPLOYEES
 THE RECRUITMENT PROCESS

Job
Vacancy arise Job analysis Job description
specification

Application Job advertised

Interviews &
Vacancy filled forms & in appropriate
selection
shortlisting media
 DIFFERENCE BETWEEN LARGE
AND SMALL FIRMS

Large businesses HR department Vacancy filled

Department
Small businesses Vacancy filled
managers
 JOB ANALYSIS, DESCRIPTION,
SPECIFICATION

Job
Analysis
Studying the tasks, activities that would be
carried out by the soon-to-be employee

Job specification
Job description
1. Education, work experience, skills
1. Title, position, location 2. Responsibilities, trainings
2. Duties, reporting 3. Personal & emotional characteristics
3. Machines, workplace environment
 ADVERTISING

Placed on the Job centres, job

Local ( or national) Website
company's notice websites and
magazines
board or emails recruitment agencies
 SELECTING EMPLOYEES

Sending out application forms Interviewing shortlisted

+ job details candidates

Receiving applications +
Final selection
shortlisting
 INTERNAL RECRUITMENT VS EXTERNAL RECRUITMENT

INTERNAL RECRUITMENT EXTERNAL

RECRUITMENT

Lower cost + faster Very large pool of

recruitment process talents
Strengthening loyalty Diversity + innovation
Adaptability More choices
Better for promotions

No new talents Higher cost+ longer

recruitment process
Limited applicants
number( fewer choices) Adaptability

Disputes amongst candidates

 03
Training
CREDITS: This presentation template was created by
Slidesgo, including icons by Flaticon, and
infographics & images by Freepik and illustrations
by Storyset
 TRAINING

a b c

Induction On-the-job Off-the-job

training training training
 TRAINING

A. Induction training

Done when an employee is

completely new to the company (in
external recruitment), think of it as
an orientation/ introduction day

=> Get to know the teams,

buildings, cubicles, equipment,...
 TRAINING

B. On-the-job training

A person is trained by closely observing, learning directly from a more experienced

worker, popular with jobs that require hands-on experience ( mechanics, technicians,
controllers,...)
 TRAINING

C. Off-the-job training
Employees are taken to another
location to learn a skills or
acquiring important knowledge

Example: Trainee pilots using flight simulated by

computer software; sales worker learning from
case studies at home; a paralegal goes to grad
school to obtain a law degree; ...
 TRAINING

Pros and Cons

METHODS OF
ADVANTAGES DISADVANTAGES
TRAINING

• Retention • Time
1. Induction training
• Business process • Productivity

• Retention • Concentration
2. On-the-job training
• Effectiveness • Bad habits

• External ideas and perspective • Cost

3. Off-the-job training
• Higher concentration • Personal interests
 TRAINING

IMPORTANCE OF TRAINING

To Business • More proficient employees  less mistakes 

more productivity (increase in profits)
• Training staff ~ motivating staff  staff retention

To Employees • Increase skills  more confident doing their tasks

 feeling motivated to work
• Increase knowledge and expertise  Opportunities
for promotion
 CASE
STUDY 01
Night cashier for busy petrol station, 38 hours per week, Wed to Sat,
22:00 – 07:30, $10.50 per hour. Start immediately. Tel 1122 44551
Industrial Engineering Professional
Multi-site role throughout the country: based in New City. Competitive
rate of pay with fringe benefits.
Qualityfoam Ltd is a leading manufacturer of polyurethane foam
operating in 16 countries and a major supplier to the home country’s
furniture industry.
Appealing to a results-orientated professional, responsibilities will
include performance improvement, business analysis, project
management and capital expenditure appraisal.
Question: Which advert would have
appeared in a national newspaper and which
would have been in a local newspaper?
Explain your choice
You will be a graduate of calibre, numerate and PC literate, with at least
three years’ experience in manufacturing.
Please write with full CV to: Mr M.Ahmed, MD, Qualityfoam Ltd,
Newroad, New City, 3412 8769
Administration Assistant required, $16.00 per hour
Good all-round administration skills needed to undertake a variety of
suties within the organization. Knowledge of Word or similar package
essential. Immediate start.
Please write or telephone for an application form from:
Mr S. Singh, ZYT Ltd, 2341 Old Road, New City, 456723.
Tel. 0892 557739
 CASE
STUDY 01
 CASE
STUDY 02
Question:
1. Suggest three reasons why employees might leave their job.
2. If a lot of employees left every year, why might this be a problem for the business?
3. Why do businesses carry out induction training?
4. The Royal Garden is a hotel in the center of a city. It employs many workers in the restaurant and
the department which cleans and services rooms. Most of these workers have few skills. In the
restaurant there are also trained employees who work in the kitchens preparing food.
i) The Royal Garden wants to increase the number of restaurants it has and therefore needs to
employ more staff to work in the kitchens. Discuss whether it should use internal or external recruitment
for the new chefs to work in the restaurants.
ii) The Royal Garden has recruited several waiters and waitresses to work in the new
restaurants. What type of training would you suggest the management use to train them? Justify your choice.
QUESTION 1
 QUESTION 2
• The business would be in a constant state of trying to
hire new employees  more hiring+ additional costs of
recruitment process  takes a toll on net profits
• Might be an indicator that the problem is the business
itself, not the employees ( reasons above)  bad
publicity, less credibility  even less job seekers
applying in the future
QUESTION 3
New employees are completely unaware of how
business is conducted in the company they’re working
for, they are not familiar with the working environment,
how to set up their cubicles,...
 Induction training is a necessary process to make
new-comers feel welcomed, appreciated, getting them
used to that working environment.
 QUESTION 4
i. About the Royal Garden: Most of their workers have
few skills, trained employees work in the kitchens.
 Internal recruiting is not recommended since using
skilled workers in the new kitchens  vacancy in old
kitchens would be filled by unskilled workers  not
optimal
 External recruiting is preferred, since it ensures the
same levels of quality across restaurants, + having more
choices from more skilled workers in the labor market
ii. Induction training must be given to new waiters
and waitresses so that they get used to their working
environment. After that, on-the-job training should
be given to those who have little to no experience in
the food and service industry as waiters and waitresses
are considered semi-skilled jobs
04
VOCABULAR
Y
CREDITS: This presentation template was created by
Slidesgo, including icons by Flaticon, and
infographics & images by Freepik and illustrations
by Storyset
 Exercise 1 – Part
1
When a company or organisation has a 1. vacancy for a new member of staff, it usually advertises the post, It does this
2._______ (for example, in the company magazine or on a company notice board) or 3._______, either in the 4.________
or 5._________ section of a newspaper, in inspecialist trade 6._______ or through a 7.________ which helps people to
find employment. There are two main types of agency. The first of these is the 8.________, usually found in a school or
university.
These work closely with employers to let potential employees know about the jobs that are on offer (also included in this
category are 9._______, which are provided by the state, and which can be found in most main towns in Britain and other
countries). The second is the 10._______, which are independent companies, and employers have to pay these agencies
for each employee they successfully provide.
A job advertisement has to give an accurate 11._______ of the job and what it requires from the 12._______(the people
who are interested in the post). These requirements might include 13._______(academic, vocational and professional),
work 14._______ in similar lines of work, and certain 15._______ (for example, it might say that you need to be practical,
professional and have a sense of humour). The advertisement will also specify what 16.________(basic salary,
commission, regular 17.__________ , etc) and 18._______ (paid 19.________ , free medical insurance, company car,
etc) the company can offer in return. The advertisement must be careful it does not break employment laws concerning
sex and racial 20.________: some companies emphasise in their job advertisements that they are 21.________
employers (or 22.________ employers in the USA), which means that they will employ people regardless of their sex,
skin colour, religion, 23.________ , etc.
 Exercise 1 – Part
1
When a company or organisation has a 1. vacancy for a new member of staff, it usually advertises the post, It does this 2.
internally (for example, in the company magazine or on a company notice board) or 3. externally, either in the 4. situation
vacant/ affirmative recruitment or 5. affirmative/situation vacant section of a newspaper, in inspecialist trade 6. journals or
through a 7. recruitment agency which helps people to find employment. There are two main types of agency. The first of
these is the 8. institutional agency, usually found in a school or university.
These work closely with employers to let potential employees know about the jobs that are on offer (also included in this
category are 9. job centres which are provided by the state, and which can be found in most main towns in Britain and
other countries). The second is the 10. private, which are independent companies, and employers have to pay these
agencies for each employee they successfully provide.
A job advertisement has to give an accurate 11. description of the job and what it requires from the 12. applicants (the
people who are interested in the post). These requirements might include 13. qualifications (academic, vocational and
professional), work 14. experience in similar lines of work, and certain 15. personal qualities (for example, it might say
that you need to be practical, professional and have a sense of humour). The advertisement will also specify what 16.
rewards (basic salary, commission, regular 17. increment , etc) and 18. benefits (paid 19. leave, free medical insurance,
company car, etc) the company can offer in return. The advertisement must be careful it does not break employment laws
concerning sex and racial 20. discrimination some companies emphasise in their job advertisements that they are 21.
equal opportunities employers (or 22. x employers in the USA), which means that they will employ people regardless of
their sex, skin colour, religion, 23. disabilities, etc.
 Exercise 1 – Part
2
The job advertisement will usually ask people interested in the post to send their 1._______ CV with
2.________letter or a letter of 3.________ , or they will ask people to write or call for an 4._______ form. The
managers of the company will look at these, and go through a 5.________ procedure, where they choose or
6.________ applicants. They then prepare a 7.________ of possible 8.________: these are the people who will
then be invited for an interview. Interviews usually take one of two forms. The first is the 9.________ interview ,
with one applicant and one employer talking together. The second is the 10.________ interview, with one
applicant being interview by several people at once.

There may also be tests to see whether the applicant is suitable for the post. There are several of these
including 11._______ tests (which look at psychological traits of the applicant), 12.________ tests, which test
the applicant's skills and knowledge, and his / her potential for acquiring more skills and knowledge),
13._________ tests (where several applicants are put into an imaginary situation and decide how to deal with
it), and 14.________ tests (in which an applicant has to deal with a number of imaginary tasks similar to those
s/he would face in the job). Applicants may also have to go for a 15._________ test to see whether they are
healthy enough for the work.
 Exercise 1 – Part
2
The job advertisement will usually ask people interested in the post to send their 1. CV with 2. covering letter or
a letter of 3. introduction, or they will ask people to write or call for an 4. application form. The managers of the
company will look at these, and go through a 5. short-list procedure, where they choose or 6. turn down
applicants. They then prepare a 7. pre-selection of possible 8. candidates these are the people who will then be
invited for an interview. Interviews usually take one of two forms. The first is the 9. one-to-one interview , with
one applicant and one employer talking together. The second is the 10. board interview, with one applicant
being interview by several people at once.

There may also be tests to see whether the applicant is suitable for the post. There are several of these
including 11. psychometric tests (which look at psychological traits of the applicant), 12. aptitude tests, which
test the applicant's skills and knowledge, and his / her potential for acquiring more skills and knowledge), 13.
group-situational tests (where several applicants are put into an imaginary situation and decide how to deal with
it), and 14. in-basket tests (in which an applicant has to deal with a number of imaginary tasks similar to those
s/he would face in the job). Applicants may also have to go for a 15. medical test to see whether they are
healthy enough for the work.
 Exercise 1 – Part
3
Many employers use a 1. seven-point plan when they recruit for a new post. They look at different
aspects of the applicant to decide whether or not s/he has the correct 2._________ for the job.
These include physical 3.________ ( for example, is the applicant smart and well-presented?),
educational qualifications, general 4._________, special 5.__________, hobbies and outside
6.__________, mental and emotional 7.___________ and family 8.__________.

If a candidate gets through the above stages, s/he will be asked to provide 9.__________ from
people who know him / her, and if these are positive s/he is then 10.__________ the post. Before
s/he actually starts working, s/he may go through an 11.___________ to learn more about the
company and the post. Sometimes, s/he may be given a 12.___________ contract and have to
complete a 13.___________ period, where the employers make sure that s/he is suitable for the
job before being offered an 14.___________ or 15.___________ contract. After s/he has been
with the company for a while, there might be a 16._____________ session, to assess how s/he is
getting on in the post.
 Exercise 1 – Part
3
Many employers use a 1. seven-point plan when they recruit for a new post. They look at different
aspects of the applicant to decide whether or not s/he has the correct 2. potential for the job.
These include physical 3. appearance ( for example, is the applicant smart and well-presented?),
educational qualifications, general 4. disposition special 5. skills hobbies and outside 6. interests
mental and emotional 7. intelligence and family 8. circumstances.

If a candidate gets through the above stages, s/he will be asked to provide 9. references from
people who know him / her, and if these are positive s/he is then 10. offered the post. Before s/he
actually starts working, s/he may go through an 11. induction programme to learn more about the
company and the post. Sometimes, s/he may be given a 12. temporary contract and have to
complete a 13. probationary period, where the employers make sure that s/he is suitable for the
job before being offered an 14. open-ended or 15. fixed-term contract. After s/he has been with the
company for a while, there might be a 16. follow-up session, to assess how s/he is getting on in
the post.
Employees who leave a company are not always replaced.

Exercise 2
Sometimes the company examines the (1) ___________ for the
post, and decides that it no longer needs to be filled. On other
occasions the company will replace the person who resigns with an
internal candidate who can be (2) ___________ (or moved
sideways) to the job. Or it will advertise the position in newspapers or
trade journals, or engage an employment (3) ___________ to do so.
For junior management positions, employers occasionally recruit by
giving presentations and holding interviews in universities, colleges
and business schools or senior positions, companies sometimes use
the services of a firm of (4) ___________ who already have the 1.a. job description b. job satisfaction c. job security
details of promising managers. 2.a. advanced b. employed c. promoted
People looking for work or wanting to change ther job generally read 3.a. agency b. centre c. company
the (5) __________ advertised in newspapers. To reply to an 4.a. headhunters b. headquarters c. headshrinkers
advertisement is to (6) ___________ for a job; you become an (7) 5.a. openings b. opportunities c. vacancies
6.a. apply b. applicate c. candidate
__________ or a candidate. You write a/an (8) __________ or fill in
7.a. appliance b. applicant c. application
the company’s application form, and send it, along with your (9)
8.a. appliance b. application c. demand
___________ (GB) or résumé (US). You are often asked to give the
9.a. job history b. curriculum vitae c. life story
names of two people who are prepared to write a (10) __________ 10.a. reference b. report c. testimony
for you. If you have the right qualifications and abilities, you might be 11.a. appointed b. employed c. short-listed
(11) ___________, ie. selected to attend a/an (12) ___________ 12.a. examination b. interview c. trial
It is not uncommon for the (13) ____________ department or the 13.a. personal b. personnel c. resources
managers responsible for a particular post to spend eighty or more
working hours on the recruitment of a single member of staff.
However, this time is well-spent if the company appoints the right
person for the job.
MINigame
KAHOOT!
ID:
Thanks for
listening !!