3.4 Recruitment and selection GapFill

Businesses need staff, and these have to be recruited. Recruitment can be  essentialexternaloptionalinternal where an existing employee takes a new role in the firm. This may be due to  motivationdemotivationpromotiondemotion. An alternative is  promotionexternalinternalredundancy recruitment, where someone from outside the business is appointed. An advantage of this is that an external candidate will bring new skills and wider experience to the business. However, external recruitment is more  detailedinterestingeconomicalexpensive than internal recruitment. 

It is important that the correct paperwork is created, and procedures followed with recruitment. Interested candidates will get more information about the job itself from the  advertisementemployeessuppliersjob description and can check their own qualifications, skills and experience against the  person specificationadvertisementjob descriptionlist to see if they would be likely to be offered an interview. 

If the information about the job is accurate, then a candidate who meets the criteria and accepts the job is likely to be happy and remain in the job. This is called  labour turnoverstaff retentionstaff associationtrade union. The job may be full-time or part-time, or a zero-hours role. All employees, no matter how many or few hours they work, must receive a  notecontractconfirmationmessage of employment.