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Finding the right people, for the right roles,  at the right time is crucial for any business   to ensure its workforce has the skills and  competencies required to achieve its aims,   whilst effectively meeting the  needs and wants of its customers.  This video looks at the process and importance  of effective recruitment and selection   to ensure a business has the right people,  in the right roles, at the right time.  First of all, let’s talk about recruitment.  Put simply, recruitment is the process of   finding people to work for the business. The recruitment process starts with the business   identifying the job vacancy itself. This commonly  occurs when an employee leaves the business   and they are simply looking to replace  them, however this is not the only reason   why a business might identify a vacancy. Job  vacancies also occur for a variety of reasons,   such as: a restructure within which job roles are  changed or created, growth of a business whereby   new roles are added, and a change in either the  nature of employees work or consumer demands.  Regardless of the reasons for the job vacancy, a  business should conduct a job analysis to formally   decide the key characteristics of the role  such as: how many hours the employee will work,   what their responsibilities will be, the  skills required, and who they will report to.  Now the business has identified the job  vacancy and conducted the job analysis   to formalise the requirements of the role and  employee recruited, they can now start to prepare   the key recruitment documentation which are known  as a job description and a person specification.  The job description outlines the role to  prospective applicants, informing them   of the core tasks and responsibilities  of the job vacancy, including: the pay,   contracted hours, and location of the role. A person specification outlines the skills,   experience, and qualifications expected of  applicants to competently work in the role should   they get the job. These are generally identified  as either being essential or desirable, providing   the applicant with a chance to self-assess  their suitability for the role before applying.  Now it’s time to advertise the job  vacancy which can be done internally   or externally dependent on how the business  wishes to recruit for the job vacancy.  Internal recruitment would see a current employee  either promoted or redeployed into the role.   Internal job vacancies are usually advertised  on the business’ intranet and notice boards.   There are a number of key benefits of recruiting  internally such as: the reduced costs, decreased   timescales, and the business already knows the  employee, including their personality, skills,   and areas for development, alongside the employee  being familiar with company policies and culture.   However, internal recruitment does limit  the choice of candidates for the job vacancy   as the business is restricted to current employees  who bring limited fresh ideas to the role, and it   naturally creates another vacancy in the business. In contrast, external recruitment is when the   business employs a person who does not currently  work for them. There are a number of key benefits   to recruiting externally such as attracting a  wider pool of applicants who may bring fresh   ideas to the business, alongside the possibility  of finding a candidate with previous experience in   a similar role with a competitor and the required  skillset which can reduce training requirements. However, external job vacancies usually cost more  to advertise and can be commonly found online   or in physical form via recruitment  agencies, professional job boards,   or local and national press. Also, external  recruitment often takes longer, and the business   may recruit the wrong person as they provide a  false impression during the interview process.  So now we’ve look at recruitment, lets take  a look at how selection finishes the process.   So, the first stage in the selection process  is to collect and review the application forms   and CV’s of anyone who has applied for the job  vacancy. Essentially, the business is looking to   narrow the applications down to a small number  based on their suitability for role against the   job description and person specification through  a process called shortlisting. The reason a   business shortlists is due to the sheer volume of  applications it may receive, making it impossible   to interview every applicant as this would  take up too much time and cost too much money.  Therefore, the best applicants are shortlisted  and invited to an interview, which may also   include a form of assessment. Interviews can be  conducted with an applicant on an individual basis   or in a group setting alongside other applicants  and come in many formats, such as in person, over   the phone, or in more recent times, businesses  can opt to interview applicants via video call.   Interviews provide the opportunity  for the business to ask the applicant   a series of questions to assess their suitability  for the role. They support the selection   process by allowing the business to explore the  applicant’s personality & provide the opportunity   for additional questions should they be required.  However, Interviews can be very time consuming,   often being conducted by senior members of staff  such as managers, which can then lead to them   being absent from their normal role for hours, if  not days, potentially costing the business money   in both wages and other factors such as potential  lost productivity and decreased levels of customer   service. Also, the interview process does not  always identify the best applicant for the job,   as some people are just naturally better at  talking and selling themselves than others   which may lead to the business  to selecting the wrong applicant.  Alongside an interview, applicants may be  required to complete assessments which can play   a pivotal part in the selection process, providing  additional information about their suitability for   the role by testing their personality, attitude,  abilities, & skills. There is credible research   to suggest that testing applicants can be an  effective predictor of future job performance,   especially for roles which require more complex  thinking. However, testing can be time consuming,   especially if it is done alongside an interview  and more importantly some applicants may   crumble under the pressure of a test and not  demonstrate their true capability. Therefore,   results should be not be used as the sole basis  for a selection decision, rather to support the   selection decision alongside an interview  and consideration of other relevant factors.  The final stage of the selection process is to  select a successful applicant & offer them the   role, at this point the business would typically  request references to clarify and confirm the   information the business has been supplied by the  applicant is a true and accurate representation.   It’s important to be aware that the business  does not have to recruit any of the applicants   if they have not found the right person for the  job after finalising all of the applicants scores   from the interviews and assessments. In this case,  the recruitment process would simply start again.  So that’s it, the recruitment and selection  process. I hope you’ve found the video useful,   if you have don’t forget to like the  video and subscribe to Two Teachers   YouTube channel for lots more Business Studies  videos. Thanks for listening and all the best.