Within a business there are a variety of different employees, and I’m not talking about their hair colour!
Businesses are able to employ people on full-time, part-time, flexi-time and zero-hours contracts for example. And each different type of contract comes with it’s various pros and cons.
So let’s start with those who work full time. Someone who works between 35 and 40 hours a week, also known as a standard working week, is known as a full-time employee.
Having full-time employees can be advantageous as they are available for a good amount of hours and therefore can carry out more work, which will give the employee valuable experience that could help make the business more successful. However, employing people full-time costs more than employing people part-time leading to increased wages.
You can also employ someone who works full time, but on a temporary contract.
Someone employed as a temporary employee (better known as a temp) will work somewhere for a limited period of time, usually only a matter of a few months. However, during this period they can work either full-time or part-time. Temporary employees are useful for businesses during busy periods, such as in the run up to Christmas.
So what about working part-time. Well someone who works part-time will work a limited number of hours per week, an amount that will be below the standard working week of 35-40 hours.
Part-time employees can be helpful for working in busier times and will cost a company less money in wages, but won’t necessarily gain the same experience as a full-time employee.
Now this is all good and well to know, but what methods are used to hire an employee in the first place?
Well to be honest there are a number of different ways to recruit someone. Good recruitment processes are important for ensuring an organisation is correctly staffed – obviously.
A company can choose to recruit someone either internally or externally. Recruiting external candidates can be positive and bring the organisation new ideas and experience from different organisations and industries; but has the disadvantages of a long and expensive recruitment process and will mean the successful candidate will need a longer induction period.
There are several key methods of external recruitment:
– Some specialist employment agencies exist that will assist businesses with recruitment. They are privately owned and will make recommendations to businesses on potential employees. Employment agencies charge fees for their services.
– The Department for Work and Pensions runs job centres which are designed to get unemployed people into work.
– Businesses will often pay to advertise vacant roles in a variety of ways, such as in the newspaper.
A key advantage of internal recruitment is that the employer has existing insights into the employee’s skills and abilities. The key disadvantage of using internal recruitment is that it limits the pool of candidates available to the business. That means that they could be missing out on the perfect candidate who is working outside of the business.
When you recruit internally there is also the issue that this employee will leave a vacancy in another department and it can cause tension within the workforce.
In the UK the most common way of selecting a candidate is through a formal interview.
It gives the employer a chance to meet the candidate face to face and assess whether the person is right for the job. It also gives the candidate the opportunity to find out more information about the job and the company in general.
The final stage of a recruitment and selection process is, you’ve guessed it – selecting the successful applicant. Once the successful candidate has been selected they can begin their induction period for their new job.
And that’s it, recruitment done and dusted!