Chapter 10 Human Resource

Management (HRM):
Recruitment and selection lesson 3
RECRUITMENT & SELECTION
 RECRUITMENT & SELECTION

Recruitment & selection of employees is an incredibly

important part of Human resource management.

WHY?

Recruiting and selecting the right people for a job can have
a hugely positive impact on a business.

Selecting the wrong candidate can be detrimental to a

business.
 Parts of the recruitment and selection process

Step : Job analysis

Analyse the specific requirements of the job, such as the

routine tasks and responsibilities of the person in the
position.
 Parts of the recruitment and selection process

Step Job description

The document that outlines the details of a particular

job. It refers specifically to what the job entails rather
than the type of person required for the job.
It includes the job title and the roles, duties and
responsibilities of the post holder.
 Parts of the recruitment and selection process

Step Person specification

The document that describes the profile of the ideal

candidate, such as the qualifications, skills, and
experience.
It also lists the personal attributes that the successful
applicant should have, such as the ability to lead a team
and to think critically.
 Advertising a job

Before a job is advertised the HR department

needs to ensure the following TRAPS:
Truthful
Relevant
Accurate
Positive Short

This will help to ensure only applicable applicants apply for

the position
 HR make a
Company
shortlist of
receives HR and team
applicants based Job offer is made
applications. managers
on the skills, to the most
Usually in the interview the
qualifications suitable
form of a CV shortlisted
and experience applicant
(curriculum vitae) applicant.
of each
or résumé.
applicant.

Interviewers question the applicant on their skills, experience and character to see if they will both
perform well and fit into the business.

Candidates are assessed according to: achievements, intelligence, skills, interests, personal manner and
personal circumstances.
Some jobs may require aptitude tests and psychometric tests.
 Explain the following

• External recruitment vs
Internal recruitment
• Redundancy vs dismissal
• The three types of training
and a benefit of each.
• induction
• on-the-job
• off-the-job

Use chapter 10 of the textbook to help you.

What is diversity and equality in the workplace?
 Case study page 178
Cameron Sweets Ltd (CS)
The dismissal of three important production-line workers for gross misconduct left CS with a major
problem. Roman, the HR manager, had a workforce plan which helped prepare the business for
seasonal demand changes. However, it made no allowance for this incident of misconduct. He has
appointed three new employees. They all need multi-skills training to be able to operate the different
machines needed for the wide range of sweets made by CS.
The three new employees were carefully selected from a large number of applicants. Roman was
careful to ensure that the company’s diversity and equality policy was observed. A high proportion of
CS’s workers belong to a trade union. This makes negotiating pay levels and working conditions easier
for Roman. The trade union was very cooperative when Roman introduced flexible working in the
factory. In return, the trade union officials asked for big improvements in employee welfare. Health
and safety have since improved in the factory and employee restrooms have been redecorated. As a
result of these and other changes, Roman has noticed a considerable increase in employee morale.
Roman was so disappointed when the three production workers were caught stealing from the
warehouse. The trade union agreed that their dismissal, after several previous warnings for poor
attitude, was the right decision.

a. i Identify one reason for the dismissal of an employee. [1]

ii Explain the term ‘person specification’. [3]
b. Explain two benefits to CS of workforce planning. [6]
c. Analyse two benefits to CS of adopting a policy of diversity and equality in the workplace. [8]
 Case study page 178
Cameron Sweets Ltd (CS)

a. i Identify one reason for the dismissal of an employee. [1]

Theft from the business. Physical assault of another employee. Intentional damage to business
property or equipment.
ii Explain the term ‘person specification’. [3]
Person specification describes the profile of the ideal person for the position, such as the
qualifications, skills, and experience. It also lists the personal attributes that the successful
applicant should have, such as the ability to lead a team and to think critically.

b. Explain two benefits to CS of workforce planning. [6]

Workforce planning involves thinking ahead to establish the number of employees and the skills
required in the future to meet the business’s planned objectives In the case of CS, this will mean
planning to ensure there is appropriate staffing levels to meet the demand for sweets from
customers. Without sufficient employees, there may be delays in production. This could lead to a
dissatisfied customers and loss of market share. If there are too many staff, it may lead to an increase
in costs, making the product less price competitive or reducing the profit margin.
Another benefit of workforce planning is it will enable CS to analyse the necessary range of employee
skills needed to operate the new machinery being installed. If CS does not plan its future labour
needs, it may result in not having workers with the right skills to maintain and
programme the machinery.
 Case study page 178
Cameron Sweets Ltd (CS)

c. Analyse two benefits to CS of adopting a policy of diversity and equality in the

workplace. [8]

Workplace diversity means acknowledging differences between employees and

deliberately creating an inclusive environment that values those differences. A benefit of a
diverse workforce for CS is recruiting employees with a wide range of experiences, talents,
and skills. People from different backgrounds bring unique perspectives to the table,
fostering creativity and innovation. For example, when CS introduces people with diverse
social, geographical, and cultural backgrounds into its teams, it gains access to a wealth of
knowledge about different markets and consumer preferences. This information can be
used to develop new types of candy that appeals to new markets.
Beyond the benefits of diversity in talent and market knowledge, promoting equality in
the workplace at Cameron Sweets Ltd. (CS) can directly impact employee motivation and
enhance the company's reputation. When employees feel valued and treated fairly,
regardless of their background, they are more engaged and motivated. Employees who
feel they are being treated in an equal and fair way are more likely to work harder and
find innovative solutions. In contrast, employees who experience discrimination or unfair
treatment are more likely to leave for greener pastures. By promoting equality, CS fosters
a sense of belonging and commitment, reducing turnover and the associated costs of
recruitment and training.