1 Understand the impact of legislation on the recruitment and selection process
1.1 Examine how current employment legislation impacts upon staff recruitment and selection
1.2 Assess how current employment legislation can be incorporated into organisational policies for staff recruitment and selection
2 Understand how to recruit personnel to meet an identified gap in staff resources
2.1 Analyse staffing resources to meet business needs
2.2 Evaluate the components of a business case for additional staffing resources
2.3 Evaluate the components of a job description and person specification
3 Understand how to conduct a selection process
3.1 Evaluate the effectiveness of the stages for a selection process
3.2 Evaluate methods implemented to support a selection decision
Understand the impact of legislation on the recruitment and selection process
Legislation impact upon staff recruitment and selection: Current employment legislation: Equality Act 2010 (combination of the Equal Pay Act 1970, Race Relations Act 1976, Sex Discrimination Act 1975, Disability Discrimination Act 1995); impact on recruiting and selection: e.g. discrimination; pay; equality; contracts; data protection
Incorporating current employment legislation into organisational policies: recruitment and selection procedures ( equality and diversity, disability; recruitment and selection policies (discipline and grievances, dismissal and redundancy, maternity/paternity, health and safety)
2 Understand how to recruit personnel to meet an identified gap in staff resources
Staff resources to meet current and future objectives: Current staffing requirement: skills and knowledge required to achieve objectives, current staffing requirements and staffing levels; future staffing requirements: job analysis (e.g. skills, expertise and knowledge required), gaps in current staffing skills, expertise and knowledge
Components of a business case for additional staffing resources: staff planning: reason to increase staffing levels, internal and external factors (e.g. increase in demand for products, diversifying product range, new or changing market environment, developments in technology, change to skills required, employee turnover, relocation)
Components of a job description and person specification: job analysis to identify the skills that must be included in the job description and person specification; job description to state the purpose, format, key components (job title, role and responsibilities, line management); person specification to state the purpose, format and key components (essential and desirable attributes, skills and knowledge, qualifications, experience)
3 Understand how to conduct a selection process
The selection process: stages of the selection process (advertising position, reviewing applications, short listing, interview process, hiring, reference checks); evaluation of process to include costs involved (e.g. recruitment and selection process; training), resources utilised, effectiveness of process (e.g. effectiveness of job specification; suitability of selected staff; validity of process; limitations); propose justified improvements (e.g. areas for improvement; job analysis; cost effectiveness; selection techniques)
Methods to support effective selection decision: selection of suitable/unsuitable personnel, rigour of selection methods, validity of processes, retention, development of staff
