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CMI 511 Learning Outcome 1: Understand factors that influence recruitment and selection

AC 1.1 Examine the impact of regulatory and legislative frameworks on an organisation’s approach to recruitment and selection. 

 There are many rules and legislative measures that affect a company’s recruitment and selection policy. Some of them are as follows:

• The Equality Act 2010: The Equality Act 2010 prohibits discrimination based on some specified protected characteristics; that is, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
• Employment Rights Act 1996: the right to a minimum nationally set wage, paid holidays, and not to be dismissed unfairly.
• The Working Time Regulations 1998: The Act stipulates the maximum hours of work in a calendar week of an employee. The sections covered are maximum hours, paid holidays, and paid rest breaks.

These policies will be applicable to hiring or training employees and could provide information on decisions that should be made.

AC 1.2 Assess organisational factors that have an impact on recruitment and selection.

 There are several organisational factors that may influence the recruitment and selection process. Some of them include:

• Size of the organisation: Organisational size may have some influence on the numbers to be recruited as well as the techniques that may be appropriate for selecting employees.
• Organisation culture: The type of organisation or the organisational culture may influence the organisation to attract a particular type of employee, or the organisation may adopt a specific kind of selection method.
• Organisational structure: The organisational structure may influence the process of advertising and whether to exercise a more hierarchical type of decision-making for selection.
• The location of the organisation: The location of the organisation may have a bearing on the pool of available employees, as well as the cost of recruiting and selecting employees.

AC 1.3: Discuss how labour markets can influence recruitment and selection.

 Type of labour market: There are three types of labour market:

• Perfect competition: The number of employers and employees is many and the determination of wages depends on the market.
• Monopoly: The number of employers is one but employees are many and the employer is the one who determines the wage.
• Oligopoly: There are few employers and many employees, with the employers determining the wages.

State of the labour market: This determines how many employees are readily available and at what level wages can be provided.

The sector of the economy: The sector may determine the type of job to be undertaken and hence the skills.

The most fundamental consideration to always have in mind for recruitment and selection is that of the labour market, which hugely impacts both the potential pool of applicants and the level of wages offered.

CMI 511 Learning Outcome 2: Know how to plan for recruitment and selection.

One should know how to plan for recruitment and selection so that effective decisions are made.

AC 2.1 Examine the types and purpose of information required to develop a business case for recruitment.

The following information is required when a business case for recruitment is being developed:

Reason for vacancy: This is the justification for why one should recruit.

Number of employees needed: The number of employees needed should be identified to ensure the proper number of candidates that should be recruited.

Cost for recruitment: This is a cost in consideration so that the business case attracts the right balance from a cost perspective.

The length of the recruitment process: The length of the recruitment process should also be considered. Time is relevant to ensure that the process completes within a reasonable timeframe.

This data will help in crafting the appropriate business case for recruitment, as it should be justifiable and realistic.

AC 2.2 Analyse good practices in content creation for job descriptions and person specifications according to business needs.

Good practice guidelines in creating content for a job description and a person specification need to consider several factors that should ascertain the same meets business needs as follows:

• Job description: The job description must clearly outline and be concise of all the essential information regarding the job.
• Realistic person specification It should only contain the skills and experience that are absolutely needed to fulfil the position.
• The job description and person specification content has to be of the organisation’s business needs.
•  Job descriptions and person specifications should be reviewed periodically so that they are proper and updated.
• Job descriptions and person specifications should be developed for all of the roles within the organisation to ensure that the expectations of all employees are clearly known.
• An employee should be offered a chance to comment on his job description and person specification for their role so that the expectation for him becomes accurate and fit for purpose.
• Periodical reviews of job descriptions and person specifications would ensure that those documents remain relevant and up-to-date for the purpose they were intended—to meet the business needs of the organisation.

The content in job descriptions and person specifications is important to make an organisation fit for purpose and meet its business needs.

CMI 511 Learning Outcome 3: Understand approaches to the recruitment and selection of a diverse and talented workforce.

AC 3.1 Evaluate methods for generating high-quality applications from prospective employees.

There are different methods through which quality applications can be derived from the actual job applicants, such as include;

Advertising the role: Advertising the role is one of the methods whereby there is an interest in the available roles from several other potential job seekers.

Applying of social media: Applying of social media sees to a wide reach is attained, and the high number of applications ensures that there is a proper selection of candidates.

Requesting for referrals: Requesting for referrals from other working employees helps guarantee good quality applications.

Issuing rewards: Issuance of rewards in the form of monetary rewards can ensure high-quality applications.

Making the application process as easy as possible: Making the application procedure as easy as possible can encourage more applications to be submitted.

Thus, use of a variety of methods for generating applications from potential employees is an essential insurance that all employees have a fair chance.

AC 3.2 Reason for the adoption of various methods of recruitment and selection in different contexts.

There are a number of reasons why the same methods of recruitment and selection cannot be applied across different contexts:

• To reach a wider audience,
• To reach specific groups,
• To avoid discrimination
• To ensure fairness

It is essential to examine the motivations behind using different recruitment and selection techniques in order to provide fair equality to all individuals.

AC 3.3 Critically evaluate techniques for selecting effective candidates.

There are various ways, which can be taken into consideration to select an effective candidate:

By shortlisting: Shortlisting helps check out the best candidates.

By interviews: Interviews permit athe ssessment of the skills and experience of the candidate.

Aptitude tests: Aptitude tests permit identification of the successful candidates.

Use psychometric tests: Utilising psychometric tests helps in selecting employees who possess the required personality traits.

Keeping the selection process as fair as possible: This makes it easier for employees to get equal chances.

Utilising multiple methods when selecting an employee can assure that everyone gets a good chance at the position.

CMI 511 Learning Outcome 4: Understand strategies for retaining talent.

Retention of talent is important in the sense that it keeps the best employees.

AC 4.1 Analyse best practices for onboarding and inducting new staff.

The best practices for onboarding and inducting new staff include:

New employees, therefore, are welcomed into the company, and with a warm welcome to the new staff, they would feel comfortable and will not make leave from the company.

Comprehensive training: This is the guarantee that your new staff will be capable of performing their role effectively and efficiently.

Providing regular feedback: It can help ensure that new employees become aware of their developments as well as how to improve them.

Thus, implementing best practices in the onboarding and induction processes concerning new staff employees would be very important so that they can be enabled to perform suitably effectively and efficiently. 

AC 4.2 Assess strategies to improve employee retention.

Among the strategies that can be used to boost employee retention include;

Improving wages and benefits: this gives better prospects of retaining employees because employees will be satisfied with their benefits and chances.

Good working conditions: employees are likely to enjoy their job when the working conditions are good.

Boost job satisfaction: Improving job satisfaction can encourage employees to stay with the company.

Workplace enjoyment: Making the workplace more enjoyable can encourage employees to stay with the company.

Critically implement ways of improving employee retention to retain the best.

AC 4.3: Discuss the benefits of employee retention for the individual, team, and organisation.

Benefits of employee retention to the individual

• Long-time employees tend to be more loyal to the company.
• Long-time employees are more likely to be aware of the company’s culture and values.
• Long-time employees will deeply understand the products and services of the company.

Benefits of employee retention to teams:

Teams that excel in employee retention tend to be highly coherent, and work compatibility is excellent.

• Organisations with long-term employees tend to be better placed to trust each other.
• Advantages of employee retention to the organisation
• Organisations that retain their employees for extended periods will always enjoy success.
• Organisations with long-term employees are better placed to know the company’s products and services.