Recruitment And Selection Of Employees
Overview
An electrical contractor in Nairobi wins three large contracts in the same month and needs four more electricians immediately. He puts a notice in the window, hires the first four people who can hold a screwdriver, and starts them on Monday. Nine weeks later two of them have gone, one installation has to be redone at his own cost, a customer has posted a photograph of the wiring online, and he is advertising again. The contracts were real. The problem was that he treated hiring as an errand rather than as a decision worth several hundred thousand shillings.
This lesson is about doing it properly. You will learn why vacancies arise and why a vacancy is also an opportunity to ask whether the job should exist in its old shape. You will work through the stages of recruitment and selection in the order businesses actually use them, weigh internal recruitment against external, compare the selection methods by what each one can and cannot find out about a candidate, and put a figure on what a bad hire costs. The specification names three benefits of getting this right, and both of the 6-mark recruitment questions on the papers on file ask for exactly them.
Objectives
- The need for recruitment.
- Methods of recruitment and selection of employees.
Mind map
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Lesson Note
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Lesson Evaluation
Congratulations on completing the lesson on Recruitment And Selection Of Employees. Now that youve explored the key concepts and ideas, its time to put your knowledge to the test. This section offers a variety of practice questions designed to reinforce your understanding and help you gauge your grasp of the material.
You will encounter a mix of question types, including multiple-choice questions, short answer questions, and essay questions. Each question is thoughtfully crafted to assess different aspects of your knowledge and critical thinking skills.
Use this evaluation section as an opportunity to reinforce your understanding of the topic and to identify any areas where you may need additional study. Don't be discouraged by any challenges you encounter; instead, view them as opportunities for growth and improvement.
- Which one of the following is a likely benefit of internal recruitment? A. It brings new ideas into the business B. It attracts a larger field of candidates C. It will motivate existing workers D. It removes the need for any training Answer: C
- Which document sets out the qualifications, experience and qualities a candidate needs? A. The contract of employment B. The job description C. The person specification D. The curriculum vitae Answer: C
- A business employs 50 people and 12 of them leave during the year. What percentage of the workforce left? A. 12 per cent B. 20 per cent C. 24 per cent D. 38 per cent Answer: C
- Which one of the following is a drawback of external recruitment? A. It brings experience from other businesses B. It gives a wider choice of candidates C. It costs more in advertising and takes longer D. It leaves another vacancy inside the business Answer: C
- Which selection method gives the best evidence of whether a candidate can actually do the work? A. A twenty-minute interview B. A curriculum vitae C. A practical work trial D. A covering letter Answer: C
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