10.4 - Recruitment & Retention Strategies
The purpose and importance of recruitment
Recruitment involves identifying and attracting the most suitable individuals to fill job vacancies within a business. It ensures that organisations have the right people with the necessary skills to perform tasks effectively.
Reasons why businesses recruit
- To support growth - As a company expands, it requires additional staff to handle increased workloads or new operations.
- To acquire expertise - New hires can bring specialised knowledge or skills that the current workforce lacks.
- To replace departing staff - When employees leave due to retirement, resignation, or other reasons, recruitment fills the resulting gaps to maintain productivity.
Key steps in the recruitment process
The recruitment process follows a structured approach to ensure the best candidate is selected. It begins with understanding the job requirements and ends with choosing the right person.
Main stages of recruitment
- Job analysis - This involves a detailed examination of the role, including its responsibilities, required skills, and how it fits within the organisation.
- Advertisement - The vacancy is promoted to attract potential candidates, often accompanied by supporting documents.
- Selection - Applications are reviewed, and suitable candidates are chosen through interviews or other assessments.
Documents used in job advertisements
Job advertisements typically include two important documents to inform applicants:
- Job description - Outlines the job title, primary purpose, regular duties, any additional tasks, reporting structure, and supervisory responsibilities.
- Person specification - Details the essential qualifications, relevant experience, necessary skills, and desired personal qualities for the role.
The goal of advertising is to encourage a wide pool of qualified individuals to apply, increasing the chances of finding an ideal match.
Internal and external recruitment methods
Businesses can source candidates from within their organisation or from outside, depending on their specific needs. The choice affects the speed, cost, and potential for introducing fresh perspectives.
Internal recruitment
Internal recruitment focuses on promoting or reassigning existing employees to new positions. Vacancies are advertised within the company, such as through internal newsletters or notice boards.
This method is often chosen when the role demands a thorough understanding of the organisation's operations or when quick filling is needed.
External recruitment
External recruitment seeks candidates from outside the business. Positions can be advertised in various locations to reach a broader audience.
Common places for external advertisements include:
- Employment websites
- The company's own website
- Newspapers or other media outlets
This approach is useful when multiple hires are required simultaneously or when no internal staff possess the required qualifications.
Advantages and disadvantages of internal and external recruitment
Each recruitment method has its benefits and drawbacks, which businesses must weigh based on their circumstances.
Comparing internal and external recruitment
| Aspect | Internal recruitment | External recruitment |
|---|---|---|
| Cost | Generally cheaper, with no external advertising fees. | More expensive due to charges from websites, media, or search engine promotions. |
| Speed | Faster to fill positions as candidates are already familiar with the company. | Takes longer, but reaches a wider pool of potential applicants. |
| Knowledge and fit | Candidates know the business well, and managers may already be aware of their strengths. | Brings in new ideas and skills, increasing the likelihood of finding a perfect match. |
| Drawbacks | Limits fresh perspectives and creates a new vacancy elsewhere in the organisation. | May introduce unfamiliarity with company culture, requiring more training. |
Internal methods suit roles needing company-specific knowledge, while external methods are ideal for injecting innovation or scaling up quickly.
Application documents and forms
Once a job is advertised, candidates submit applications, which businesses use to shortlist individuals for interviews. These documents provide essential information about applicants' suitability.
Types of application methods
- Curriculum vitae (CV) - A standardised document summarising an individual's personal information, skills, qualifications, work history, and interests. It offers a concise overview for employers.
- Application forms - Customised forms designed by the business to collect specific, job-relevant details. They are efficient to review as they focus on required information without irrelevant content.
- Online application forms - Digital versions completed on the company's website. These enable automated comparison and processing using software, streamlining the initial screening.