Source: Image of man with briefcase, org chart, man with head in hand, clipboard, checkbox, woman on phone. images by Video Scribe, License held by Jeff Carroll; Image of woman interviewing man, Creative Commons, Kelly Eddington.
Hi, I'm Jeff. And in this lesson, we'll learn about how businesses define job descriptions and then how businesses recruit and hire employees for those jobs. So let's get started. First of all, each company should have a job analysis which indicates all of the jobs within an organization.
Each job within the job analysis should have a job description that describes the duties, working conditions, and responsibilities associated with the role, and a job specification, which outlines the skills, abilities, education, and experience that anyone applying for or working in the job will need.
Based on this job analysis, an organization should only hire employees who meet the specification for the job and who accept the responsibility outlined in the job description. This is the purpose of the job analysis.
Small businesses can have issues if they don't take the time to perform a job analysis. This results in employees that don't meet the requirements of the position or who aren't happy with the work offered. Hiring an employee takes time and an investment by the company in the new employee. So all businesses, no matter their size, should analyze the specific needs for their jobs so that they can hire the correct person for the role.
One method of hiring individuals is through recruiting. Recruiting is a way to locate and select people who would suit the personnel needs of an organization. This can be done by recruiting those who work inside the organization already or by recruiting from outside the organization. There are advantages and disadvantages to each method.
For internal recruiting, which is to locate and select people from within the organization who would better suit the needs of a different position within the organization, you know much more about the person you're recruiting. And it builds morale for others to see the path to improvement within the company.
The disadvantage is that those who you recruit may not have fresh ideas as would those from the outside. And by hiring from within, you have created another job opening in the person's former position.
With external recruiting, which is to locate and select people who would suit the personnel needs of an organization from outside the organization, the person might bring new perspectives to the company. The disadvantage is that usually it costs more to hire from outside, the onboarding period can be longer, and hiring outside may create resentment with those employees within the company who wanted the position too.
When going through the hiring process, human resource management has a variety of methods to review and select people. Here are a few of the methods and the advantages and disadvantages of each. Application forms, which are on-site or online material filled out by job applicants-- the advantages are that the forms can be organized and searchable. The disadvantages are that a person might be dishonest on the form. And the forms won't show character traits or personal skills.
Tests, which are given to the applicant-- the advantages are that they can be used to evaluate skills and personality. The disadvantage is that test anxiety might make the results inaccurate. Interviews-- these are good to get to know the person and their attitudes and motivations. The disadvantages are that they are time consuming for the interviewer, discrimination or personal bias may be more likely, and they are a poor predictor of success.
References, which are approvals given by former employees or colleagues about an applicant-- the advantage is that they can verify background information. The disadvantage is that applicants usually include only positive references. It might be beneficial for human resource management to combine a variety of these tools in order to hire the correct applicant.
OK, well done. In this lesson, we learned why organizations should have a job analysis for all their positions. We talked about internal and external recruiting. And we discussed the methods HRM uses to hire and evaluate employees Thanks for your time and have a great day.
