Recruitmen
t And
Selection
If you had to choose, would you prioritize
hiring someone with exceptional skills but a
poor attitude, or someone with a great
attitude but average skills? Why?
Types of
employment
Types of employment
Types of employment
Full-Time Employment
• Employees work 35–40 hours per week.
• Receive full benefits, including paid leave, health
insurance, and retirement plans.
• Suitable for employers needing consistent work
output.
• Ideal for employees seeking job stability and full
benefits.
Types of employment
Part-Time Employment
• Employees work fewer than 30 hours per
week.
• May receive limited benefits (e.g., pro-rated
leave).
• Suitable for employers with fluctuating needs
or demand.
• Ideal for employees needing flexibility, such
as students or those with other commitments.
Types of employment
Job Share
• Two employees share one full-time position.
• Each employee works part-time with flexible
hours.
• Employees may receive reduced benefits
compared to full-time workers.
• Suitable for employers needing role
continuity and offering flexibility.
• Ideal for employees seeking a balanced
work-life arrangement.
Types of employment
Casual Employment
• Employees work on an as-needed basis, with
no guaranteed hours.
• Limited or no benefits, depending on the
company.
• Suitable for employers needing extra labor
during peak periods or special events.
• Ideal for employees looking for flexibility or
extra income on a sporadic basis.
Types of employment
Seasonal Employment
• Employees work during peak seasons (e.g.,
holidays, summer, harvest).
• Benefits vary by employer, often offering
temporary health coverage or bonuses.
• Suitable for industries with seasonal demand
(e.g., retail, agriculture).
• Ideal for employees seeking temporary work
or supplementary income during certain
seasons.
Types of employment
Temporary Employment
• Employees work for a fixed period (a few
weeks to several months).
• Often no long-term benefits, but may include
perks like travel allowances.
• Suitable for employers needing to cover
absences or special projects.
• Ideal for employees seeking short-term roles
or trying out a position before committing long-
term.
Why businesses
need new staffs?
• Expanding and More Labor is Needed
• People Are Leaving and Need to Be
Replaced
• Positions Have Become Vacant
Owing to Promotion
• Temporary Staff for Staff Absences
Stages in
the
recruitment
process
1
Identify the
type and
number of
staff needed
2 1
Prepare a job Identify the
description and type and
person number of
specification staff needed
3 2 1
Advertise Prepare a job Identify the
using description and type and
appropriate person number of
media specification staff needed
4 3 2
Evaluate Advertise Prepare a job
applicants using description and
and select a appropriate person
shortlist for media specification
interview
5 4
Carry out Evaluate
interviews applicants
and select a
shortlist for
interview
6 5 4
Evaluate Evaluate
Carry out
interviews applicants
interviews
and appoint and select a
the best shortlist for
candidate interview
7 6 5
Provide Evaluate
Carry out
feedback for interviews
interviews
unsuccessful and appoint
applicants the best
candidate
RECRUITMENT
DOCUMENTS
Job Description
•Statesjob title and outlines tasks, duties, and
responsibilities.
•Updated when replacing a role or creating a new
one.
•Used to clarify expectations, in job adverts, and
for employee appraisals.
Person Specification
•Lists required qualifications, skills, experience,
and characteristics.
•Used to filter applicants (criteria can be 'essential'
or 'desirable').
•Style varies between businesses based on needs.
Application Form
•Standardized form for collecting uniform applicant
data.
•Simplifies comparison between candidates.
Includes personal details, education, employment
history, skills, reasons for applying, hobbies,
references, and health declarations.
•May require a cover letter for additional details.
Curriculum Vitae (CV)
or Résumé
•Personalized document by the applicant
showcasing individuality.
•Contains similar information to an application
form.
•Assesses presentation skills, layout, grammar, and
content.
Can be sent to multiple employers.
RECRUITMENT
DOCUMENTS
RECRUITMENT DOCUMENTS
Internal Recruitment
•Hiringsomeone already within the business.
•Methods: internal advertising or direct appointment.
•Advantages:
•Cheaper (saves on advertising costs).
•Recruits are familiar with company policies.
•Boosts staff motivation by offering promotion opportunities.
•Predictable performance and attitude of recruits.
RECRUITMENT DOCUMENTS
External Recruitment
•Hiring new staff from outside the business.
Advantages:
•Larger pool of candidates to choose from.
•Brings in fresh talent and ideas, improving
competitiveness.
Job Advertisements
•Information in a Job Ad:
•Job title.
•Employer’s contact details.
•Brief job description
•Required skills, qualifications, and experience.
•Salary and benefits.
•Application method.
•Media Choices for Advertising:
•Depends on the target area and worker type.
•Local jobs: local newspapers or job centers.
•Higher-grade roles: national newspapers or online platforms.
•Online job sites are cost-effective and attract global applicants.
Shortlisting
•Begins after the application deadline.
•Involves selecting candidates who best match the person
specification.
•Time-consuming if many applications are received.
•Application forms make comparison easier and faster due
to standardized information.
•Create a comfortable environment to
reduce stress and elicit accurate
Interviewing responses.
Purpose
•Allows interviewers to learn
more about candidates.
•Candidates can share
detailed information and ask
questions about the job.
Interviewing
Best
Practices
•Conducted by trained and
experienced interviewers.
•Often involves multiple interviewers
for balanced evaluation.
•Requires careful planning and
standardized questions for fairness.
•Create a comfortable environment to
reduce stress and elicit accurate
responses.
business.
Interviewing
Uses
•Clarify application details.
•Assess personality, motivation,
attitude, commitment, and
communication skills.
•Pose problem-solving questions to
evaluate candidates.
Interviewing
Encouragement
•Use open-ended questions
to prompt detailed
responses.
•Allow candidates to ask
questions about the role or
business.
Interviewing
Encouragement
•Use open-ended questions
to prompt detailed
responses.
•Allow candidates to ask
questions about the role or
business.
Chapter Questions
1. The advert states that the job is full time. So a full time employee is
sought.
3. The main purpose of the person specification is to help with the
shortlisting process. Applications that do not match the person
specification can be left out of consideration. This might save a lot of time
in the shortlisting process.
[Link] title ,name and address of employer
Chapter Questions
[Link] stands for curriculum vitae. It is used by jobseekers to apply for jobs
when an application form is not provided. It contains personal details,
qualifications, experience, names of referees, hobbies and reasons why they
are suitable for the job.
[Link] recruitment involves hiring from outside the business, offering a
wider pool of candidates and potential fresh ideas to improve
competitiveness. Advertising the job online can attract applicants nationwide
or internationally. While it is costlier and riskier than internal recruitment, it is
often justified for senior roles to ensure the best talent is hired.
