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recruitment
(
Sections 2 
and 3
), which is about 
obtaining candidates
and advertising the 
vacancy in the labour market 
(Section 4
). 
We then go on to cover the process of 
selection
, which is about 
deciding which of the applicants is the 
right candidate
. Once 
candidates have applied, there needs to be a systematic process to 
separate out those who are most suitable for the job (
Section 5
). 
In 
Sections 6 to 9
, we examine a range of selection tools. 
Interviews
are the most popular – but not necessarily the most effective in their 
ability to predict future job performance! Organisations are 
increasingly using ‘back-up’ methods such as tests and group 
assessments. 
In 
Section 10
, we complete the planning and control cycle by 
suggesting how a manager might 
evaluate
the effectiveness of the 
recruitment and selection process – and what might be done to 
improve it where necessary. 
Bear in mind what these procedures are designed to 
do
: identify the 
best person for the job 
and
ensure fair treatment for all potential 
applicants.
BPP Tutor Toolkit Copy

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PART D: LEADING AND MANAGING INDIVIDUALS AND TEAMS 
 
320
 
Study Guide 
Intellectual level
 
D2 Recruitment and selection of employees 
 
 
(a) Explain the importance of effective recruitment and selection 
to the organisation. 
K 
(b) Describe the recruitment and selection process and explain 
the stages in this process. 
K 
(c) Describe the roles of those involved in the recruitment and 
selection processes. 
K 
(d) Describe the methods through which organisations seek to 
meet their recruitment needs. 
K 
(e) Explain the advantages and disadvantages of different 
recruitment and selection methods. 
K