Recruitment, Selection and Training of Employees.

1️⃣ Recruitment and Selection Methods

Recruitment

The process of attracting people to apply for a job.

• Job analysis → find out exactly what the job involves.

• Job description → a document describing the main duties & responsibilities.

• Person specification → the skills, qualifications & experience needed.

Selection

Choosing the best candidate from applicants.

Common methods:

Method	What it is	Example	Pros	Cons
Application form / CV	Candidates give details of skills & experience	Sending a CV to a hotel for receptionist role	Quick to compare applicants	May not show real ability
Interviews	One-to-one or panel questions	Manager interviewing candidates for sales role	Allows judging personality & communication	Can be subjective
Tests	Practical, aptitude, psychometric	Typing speed test for secretary	Shows ability under pressure	Costly & time-consuming
Group exercises	Candidates solve problems in teams	Brainstorming session for trainee managers	Tests teamwork, leadership	Hard to mark objectively
References	Comments from previous employers	Teacher reference for a school leaver	Checks reliability	Referee may be biased

2️⃣ Internal vs External Recruitment

Internal (hiring from inside)	External (hiring from outside)
Vacancies advertised within the business (e.g., notice board, email)	Job adverts in newspapers, online, agencies
✅ Saves time & cost ✅ Applicant already knows company ✅ Motivates staff (chance of promotion)	✅ Brings in new ideas ✅ Larger choice of candidates
❌ No new ideas ❌ Leaves another vacancy	❌ More expensive ❌ New worker takes time to settle

Exam tip: Be able to explain why a business might prefer one over the other (e.g., urgent vacancy → internal).

3️⃣ Stages in Recruitment & Selection

1. Identify vacancy

2. Job analysis (duties, skills)

3. Write job description & person specification

4. Advertise vacancy (internal or external)

5. Receive applications / shortlist

6. Selection methods (interviews, tests)

7. Offer job & sign contract

8. Training / induction

💡 Remember this order for structured questions.

4️⃣ Recommending Who to Employ

When an exam gives you candidate details:

• Match their skills, experience, qualifications to the person specification.

• Consider cost, availability, and how quickly they can start.

• Justify: explain why your choice is best and why the others are less suitable.

5️⃣ Part-Time vs Full-Time Employees

Aspect	Part-time	Full-time
Hours	Fewer than standard (e.g., <30 hrs/week)	Standard hours (e.g., 38–40 hrs/week)
Benefits	Flexible hours, cheaper for employer, suits parents/students	More loyalty, continuity, easier supervision
Limitations	Less commitment, may need more staff to cover shifts	Higher wage bill, less flexible

6️⃣ Training

Training = teaching employees the skills & knowledge they need.

Why training matters

• Improves productivity & quality

• Motivates employees (feel valued)

• Reduces accidents & mistakes

• Helps career development → retention

Types of Training

Type	What it is	Benefits	Limitations
Induction	Intro for new employees (policies, tour, meet colleagues)	Helps settle quickly, understand culture	Time-consuming if too long
On-the-job	Learning while doing the job, supervised by experienced worker	Cheap, job-specific	Trainer may be unskilled; can lower productivity during training
Off-the-job	Away from workplace (courses, college, online)	Specialist trainers, no interruptions	Costly, may not link directly to job

7️⃣ Dismissal vs Redundancy

Term	Meaning	Example
Dismissal	Worker is fired because of poor behaviour or performance	Repeated lateness, stealing
Redundancy	Job no longer needed (not worker’s fault)	Factory closes due to lack of demand

✅ Important: Redundancy is about the job, not the worker.

8️⃣ Downsizing the Workforce

Reasons:

• New technology / automation → fewer workers needed

• Falling demand for products/services

• Relocation of production

• Mergers (duplicate roles)

When making redundancies:

• Keep staff with key skills, better performance, longer service (if relevant).

• Must be fair & legal.

9️⃣ Legal Controls Affecting Employment

Law/Rule	Impact on Employees	Impact on Employers
Employment contract	Gives security, clear terms	Must provide written terms (hours, pay)
Unfair dismissal	Protects workers from being sacked without valid reason	Must follow proper procedure
Anti-discrimination	Fair treatment (gender, race, disability, age, religion)	Must offer equal opportunities
Health & safety	Safe working environment	Must provide equipment, training
Legal minimum wage	Ensures fair pay	Increases labour costs if wages were lower

Exam questions may ask how laws protect both sides.

10️⃣ Exam Tips

• Learn the advantages & disadvantages of recruitment sources, employee types, and training methods.

• Use examples in answers (e.g., “A hotel may give on-the-job training to waiters by shadowing experienced staff.”).

• For “recommend and justify” questions:

  • Pick ONE clear option.

  • Give 2–3 reasons for your choice.

  • Explain why other options are less suitable.

📌 Key Takeaway

Recruitment, selection and training help a business get the right people with the right skills.
Good decisions motivate employees, improve performance, and keep the business competitive.