N5 4.1 Recruitment & Selection

Match the following stages of the recruitment process to the appropriate keywords

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• Make candidates aware of vacancy

• Job Analysis

• Roles, salary, location, working hours

• Person Specificiation

• Skills, qualifications, & experiences

• Job Advertisement

• Roles of the employees and skills needed

• Identify a Vacancy

• Recognise a new employee is needed

• Job Description

Internal recruitment has drawbacks; it could create ​ (a)   between employees, because their colleagues were chosen over them. It could also mean a less ​ (b)   employee is chosen as you're selecting from fewer people.

• conflict
• skilled

Internal recruitment has positives - the employee will settle quickly because they are​ (a)   with business processes. Also, it can ​ (b)   other employees who see they can be rewarded with a promotion.

• familiar
• motivate

External recruitment is beneficial because it gives the business a ​ (a)   pool of candidates, which can mean they get a more ​ (b)   employee. Also, the person can bring in new​ (c)   that can make the business more ​ (d)  

• wider
• skilled
• ideas
• innovative

External recruitment can create issues because it ​means the business still has to fill another ​ (a)   . Also, it could ​ (b)   current employees if they are passed over for an ​ (c)   candidate.

• vacancy
• demotivate
• outside

Put the recruitment process in order:

• Person Specification

• Job Analysis

• Job Description

• Advertise the Job

• Identify a vacancy

Match the initial fact about internal recruitment with a suitable comparison about external recruitment:

• but external creates another vacancy

• Internal recruitment can be done on company email

• but external will be done on job website

• Internal recruitment promotes someone inside the business

• but external is from outside the firm

• internal adds a new employee

A candidate creates a document that details their skills, experiences, and qualifications.

A candidate completes a document created by the firm asking them to details their skills, experiences, and qualifications.

A candidate provides detailed answers on questions asked by a representative of the business.