Effective recruitment
Hiring the right person is one of the most expensive decisions a business makes. A bad hire can cost 1–3x annual salary in lost productivity, retraining and replacement costs. Edexcel 1BS0 expects students to know the documents, methods and selection techniques used.
Recruitment documents
Job description
Outlines the role: title, responsibilities, reporting line, working hours, location, salary range. Sets clear expectations for the post-holder.
Person specification
Outlines the person: skills, qualifications, experience, behavioural attributes the candidate needs. Usually split into essential and desirable.
Application form
A standardised document. Allows the business to compare candidates fairly on the same criteria. Used by larger employers and the public sector.
CV (Curriculum Vitae)
The candidate-led document. 1–2 pages summarising career history, qualifications, achievements, skills.
Cover letter
A short letter explaining motivation and fit, accompanying a CV.
Methods of recruitment
Internal
Filling the post from existing staff (promotion or transfer).
Pros: cheaper, faster, the person knows the culture, motivates remaining staff (visible promotion path). Cons: doesn't bring fresh perspective; creates a vacancy elsewhere; may cause internal tension.
External
Hiring from outside the business.
Channels: company website, LinkedIn, Indeed, recruitment agencies, social media, employee referrals, university milkround.
Pros: brings new skills and ideas, larger candidate pool. Cons: slower, more expensive (agency fees can be 15–25% of first-year salary), induction time required, riskier (cultural fit unknown).
Selection methods
Interview
The most common method. Can be: structured (same questions for each candidate, easier to compare), unstructured (free-flowing, less consistent), competency-based, panel.
Strengths: face-to-face assessment, soft skills visible. Weaknesses: subjective; interviewer bias; some candidates "interview well" but underperform on the job.
Tests
- Aptitude tests — numerical, verbal, logical reasoning.
- Personality tests — e.g. OCEAN/Big Five.
- Skills tests — practical demonstration (coding test, sales role-play).
Strengths: objective, comparable, predictive of job performance. Weaknesses: can be gamed; expensive to design; impersonal.
Assessment centres
Used for graduate schemes and senior roles. Combine interviews, group exercises, presentations, case studies and tests over 1–2 days.
Strengths: rich, multi-method assessment. Weaknesses: very expensive; only viable for higher-volume or higher-stakes recruitment.
Edexcel exam tip
Match the method to the role. A weekend retail assistant doesn't need an assessment centre; a senior accountant should not be hired on a 30-minute interview alone. AO3 marks come from balancing thoroughness against cost and speed.
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