Recruitment, selection and training
Recruitment and selection
- Recruitment = attracting applicants; selection = choosing the best.
- Start with: job analysis (study the job), job description (the duties), person specification (the right person's skills).
- internal recruitment (from inside) — cheaper, faster, known, but no new ideas.
- external recruitment (from outside) — new ideas/skills, but costlier and slower.
- Selection: application form, CV, interview, tests.
Practice
Match each recruitment document to what it describes.
The job description is about the job; the person specification is about the person.
Practice
An advantage of internal recruitment is that it is:
Internal recruitment is cheaper, faster and lower-risk, but brings no new outside ideas.
Training & reducing the workforce
- induction (new staff), on-the-job (learn while doing), off-the-job (away, e.g. a college).
- redundancy — the job is no longer needed (not the worker's fault); dismissal — removed for poor work/behaviour.
- Employment laws protect a fair contract, safe conditions and fair pay.
Practice
Redundancy happens when:
Redundancy is not the worker's fault — the job itself is gone; dismissal is for poor work or behaviour.
You've got it
Key idea
- recruitment (attract) → selection (choose); use job description + person specification
- internal (cheap, known) vs external (new ideas, costly) recruitment
- training: induction / on-the-job / off-the-job; redundancy (job gone) ≠ dismissal (poor work)