18028872
Description
Mind Map by Taysha st-louis, updated more than 1 year ago
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Created by Taysha st-louis
over 5 years ago
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RECRUITMENT!
- reasons for a vacancy
- There are many different reasons that
an organization may decide to recruit
someone to a position
- The most common reason is that
someone is leaving to go and work for
another organization, this means that
their position needs to be filled
- Examples: high turnover, extra work,
different work, sickness, maternity
cover, employee leaving
- Examples: high turnover, extra work,
different work, sickness, maternity
cover, employee leaving
- There are many different reasons that
an organization may decide to recruit
someone to a position
- Process involved in
recruitment planning
- The first stage of
recruitment is an applicant
- Part of recruitment planning
involves the organization
working out is they need to
recruit anyone at all
- The organization will need to
consider whether to
undertake internal or
external recruitment
- The organization will need to
consider whether to
undertake internal or
external recruitment
- Part of recruitment planning
involves the organization
working out is they need to
recruit anyone at all
- The first stage of
recruitment is an applicant
- KEY TERMS!
- Applicant- the
name given to a
person applying for
a job
- Internal
recruitment-
recruiting someone
who already works
for the business to
do a different job
- External business-
recruiting someone
from outside the
business
- Temporary- for a
limited amount of
time specified-
example, a month/
a yr
- Permanent- until
that person
decides to leave or
the job ceases to
exist
- Permanent- until
that person
decides to leave or
the job ceases to
exist
- Temporary- for a
limited amount of
time specified-
example, a month/
a yr
- External business-
recruiting someone
from outside the
business
- Internal
recruitment-
recruiting someone
who already works
for the business to
do a different job
- Applicant- the
name given to a
person applying for
a job
- Decision to recruit
- Before an organization actually recruits a new person to
do a job, it will make sure that it really needs to recruit
that person permanently and that the work cannot be
done by somebody else.
- Before an organization actually recruits a new person to
do a job, it will make sure that it really needs to recruit
that person permanently and that the work cannot be
done by somebody else.
- Internal recruitment
- The person will
already have an
ideaof the type of
organization that
they are woeking for
and the skills needed
to work there
- The person will
already have an
ideaof the type of
organization that
they are woeking for
and the skills needed
to work there
- External recruitment
- This is the
opposite of
Internal
recruitment.
Consultants work
with prospective
applicants to find
out whether they
would be suitable
for the job or not.
- This is the
opposite of
Internal
recruitment.
Consultants work
with prospective
applicants to find
out whether they
would be suitable
for the job or not.
- Advantages and disadvantages of recruiting internally
- ADVANTAGES - cheap to advertise,
all candidates are known to the
organization, more likely to have
smaller numbers of applicants and
it can encourage career
progression
- DISADVANTAGES - limited
choice of candidates, may
cause problems among
employees due to the charge,
employees may be stuck in
their ways, may not generate
new ideas and the successful
candidate will need to be
replaced, needing another
recruitment plan
- DISADVANTAGES - limited
choice of candidates, may
cause problems among
employees due to the charge,
employees may be stuck in
their ways, may not generate
new ideas and the successful
candidate will need to be
replaced, needing another
recruitment plan
- ADVANTAGES - cheap to advertise,
all candidates are known to the
organization, more likely to have
smaller numbers of applicants and
it can encourage career
progression
- Advantages and disadvantages of external recruitment
- ADVANTAGES -
higher number of
candidates,
candidates may
have new ideas and
potential for new
skills to be brought
into the organization
- DISADVANTAGES
- takes longer,
person
appointed may
not be as good as
they appear and
more expensive
to advertise
- DISADVANTAGES
- takes longer,
person
appointed may
not be as good as
they appear and
more expensive
to advertise
- ADVANTAGES -
higher number of
candidates,
candidates may
have new ideas and
potential for new
skills to be brought
into the organization
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