Should you hire a full-time employee on a permanent contract?

A full-time employee is likely to have a better skillset, more experience, more loyalty, and you will have more control over their time. On the other hand, you are taking some risk with your commitment to this individual, and you will have extra costs to consider (e.g. paid vacation). Other options might include:

· Fixed-term contracts.

· Part-time employees (e.g. students, retirees, individuals with children).

· Temporary help (‘temps’, recruited through an agency).

· Independent contractors and freelancers (who might work off your premises).

· Reorganizing the department to allocate work in a different way.

What job will the new employee do?

There will be certain job skills that the organization needs. If you are replacing an existing employee, then an exit interview could help to clarify some of the issues. After some analysis you may produce:

· A job description that gives the job title, a summary of the job and a list of the main tasks or duties.

· A person specification that lists the knowledge, experience, qualifications and skills that you would like a candidate to have. These are often divided into ‘essential’ and ‘desirable specifications’.

How will you attract applicants?

Once you have a job opening, your first thoughts are likely to be internal applicants. If you don’t offer opportunities to existing employees, they’re likely to become demotivated and start looking elsewhere. But if you do need to recruit externally, then you can use a variety of electronic and print media such as an online posting on a job website, or a classified ad (or a display ad) in a newspaper. You can also use the services of a specialist employment agency, including headhunting firms for senior managers.

Another source of new recruits is referrals, i.e. suggestions made by colleagues, existing employees, etc. but beware: a workplace with too many friends results in a group that resists supervision, covers up for its members, socializes too much, ignores those not in the group and causes problems if conflicts arise.

What kind of interview and selection process will there be?

You will begin by asking for and look through CVs (BrE) or resumes (AmE), unless you have a special template or application form designed by the company. You will then draw up a shortlist of candidates and call these people for interview.

At the interview there are a number of stages that you will probably go through:

1. Begin by establishing rapport with the candidate. They will be nervous, and you want to put them at their ease so that they can answer questions properly. You can also check their ability to socialize and be friendly.

2. Outline the company background and where the job fits.

3. Encourage the candidate to talk about how their skills and experience are relevant. Ask open-ended questions and keep the interview moving and on track.

4. Close the interview, and indicate to the candidate the nest step and the timeframe.

5. Rate the candidate while they are fresh in your mind. Keep a record.

After the interview and depending on the job, there may be further tests (of manual skills or computing skills) and psychometric tests (e.g. problem-solving, decision-making, interpersonal skills). Some large companies have special assessment centers to do these tests.

Finally, before selecting the best candidate and making a job offer, you may want to do some background checks. At a minimum this involves calling former employers who were listed by the candidate as references.

Tips for a CV (resume)

Ø Put a ‘Summary’ in a box at the top – one short paragraph with your current position and objectives. 

Ø Put the ‘Work experience’ before ‘Education’, with the most recent job first. Include reference at the end, or at least a line saying they’re available on demand.

Ø Be specific on your descriptions of responsibilities in previous jobs.

Ø Focus on achievements (i.e. important things you have done) rather than skills.

Ø Include lots of action verbs.

Ø Don’t leave gaps in your employment record, and don’t put down to many jobs in a short time.

Tips for a cover letter

Include a cover letter with your CV. This could be the body of an email if you are sending the CV as an attachment.

In the cover letter:

Ø Refer to the particular vacancy (e.g. where you saw it advertised).

Ø Show how your skills and experience would be relevant.

Ø Highlight a couple of points from your CV.

Ø Say when you are available for an interview.

Ø Generally ‘sell’ yourself

Questions

1. What decisions does the process of recruitment involve?

2. Is it always necessary to hire new staff on a permanent contract is there is a vacancy in the firm? What other options can be considered by the employer in this case?

3. Why is it desirable to organize an exit interview with the employee who is leaving the company before hiring a new recruit?

4. Name the main stages of a typical interview. What is the first step at the interview?

5. Why is it important to establish rapport with the candidate?

6. Why is it necessary to keep record of each candidate right after the interview with them?

7. What kind of checks should be done before making a job offer to a candidate?

8. What is the difference between a CV and a resume?

9. How can you make your CV look more impressive? What should be avoided when drawing up a CV?

10. What is a cover letter?

Exercises

1) Find a word in the text that matches the definition:

1. (human resources) a range of skills ______________

2. buildings that a business uses __________________

3. decide to use a particular amount of money, time, etc. for a particular purpose __________________

4. examinations that you have passed__________________

5. finding somebody who has the right skills for a senior job and persuading them to leave their present job __________________

6. (two words) people who have recently joined an organization _____________

7. (phrasal verb) protects someone by hiding unpleasant facts about them _____________

8. (phrasal verb) reading something to find the information you want _____________

9. a pre-designed document, formatted for a particular purpose _________________

10. relationship of understanding, friendliness and respect ______________________

11. decide that someone has a desired standard or level.

2) Make phrases by matching an item from each column:

be on recruit work allocate start	work in a different way on a permanent contract looking elsewhere for a job off the premises as a freelancer temps through an agency
ask focus keep do draw up	an interview on track a shortlist of candidates on achievements rather than skills open-ended questions some background checks