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Unit 13 (P1)

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Stages of recruitment
Recruitment planning
Firstly they business should give their reasons for the vacancy. The first reason for a vacancy could be an employee leaving. This would mean that a job opportunity would arise because the employee that left would need someone to takeover that position. This could be either a part time or full time position but the new worker must make sure he can do the hours the past employee did. A person might be recruited when one of the employees goes on maternity leave or if they have a long term sickness bug. This work would be a temporary position.
Decision to recruit is the next step in the process. Before the business formally recruits anyone they must make sure that they actually need to recruit someone permanently and the work could be completed by someone else in the business. This is called restructuring your organisation and involves employees switching positions and working more hours the fill the empty position. Next the organisation needs to consider if the position will be needed in the future and will not be taken over by technology. If the business works online this could be the case.
Internal recruitment will be the next step to look at. Internal recruitment will mean that someone from inside the business will be chosen to take the place of the position. This might occur because they need someone with experience of the business and doesn’t need extra training. This gives current employees an opportunity to be promoted and will motivate them more. External recruitment is the complete opposite of internal. External recruitment means hiring someone from outside the business to take on the role of the new employee.
External sources of recruitment. These will include job centres, consultants and recruitment agencies. A job centre is a place to go to when you are in need of a job in a certain town or city. An

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