GCSE-readySelection, equal opportunities and the minimum wage
After deciding what job it needs, a business must attract applicants, choose the best one fairly and pay at least the legal minimum. Getting this wrong is costly.
The selection process
2. A job advertisement is placed: inside the business (a noticeboard or intranet) for internal recruitment, or in newspapers, on job websites and social media, at job centres or through recruitment agencies for external recruitment.
3. Applicants send an application form or a CV (résumé) with a covering letter.
4. Shortlisting: the applications are compared with the person specification and the best few are chosen.
5. Interviewing: shortlisted candidates answer questions, and may also do tests or tasks. References from previous employers may be checked.
6. The best candidate is offered the job.
Equal opportunities
Businesses should use the same questions and criteria for every candidate and judge them only on the person specification.
Benefits: a wider choice of talented applicants, a better reputation and avoiding legal cases and fines. Costs: training managers, changing procedures, and adapting workplaces, for example for disabled staff.
Minimum wage laws
For businesses: higher wage costs, especially for firms with many low-paid staff such as shops and restaurants, which may raise prices or employ fewer people. But better-paid staff may be more motivated and less likely to leave, cutting recruitment costs.
For workers: a fairer, guaranteed level of pay.
A hotel receives 60 applications for a receptionist job. Explain how it should decide whom to interview.
- Compare each application with the person specification (skills, experience, qualifications needed).
- Shortlist the few candidates who match it best.
- Invite only those to interview, so time is not wasted and the process is fair.
Answer: By shortlisting against the person specification
Selection: job description and person specification, advertisement, applications or CVs, shortlisting, interviews and tests, then a job offer. Equal opportunities laws ban discrimination; minimum wage laws set the lowest legal hourly pay.
- Job description
- A document that sets out the title, duties and responsibilities of a job.
- Person specification
- A document setting out the qualifications, skills, experience and qualities needed for a job.
- Internal recruitment
- Filling a job with someone who already works for the business.
- Recruitment
- The process of finding and appointing new employees.
- External recruitment
- Filling a job with someone from outside the business.
All GCSE and International GCSE Business key terms and definitions →
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2 more questions
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Which stage comes straight after shortlisting?
- Writing the job description
- Interviews
- Placing the advertisement
- Receiving applications
Show the answer
Answer: Interviews
Shortlisted candidates are interviewed.
Why do businesses shortlist applicants?
- To interview everyone
- To write the job advert
- To interview only the candidates who best fit the person specification
- To train new staff
Show the answer
Answer: To interview only the candidates who best fit the person specification
Shortlisting saves time.
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- Pearson Edexcel International GCSE Business (4BS1) specification, topic 2.2
- Pearson Edexcel International GCSE Business 4BS1 specification
- National Minimum Wage and National Living Wage rates (GOV.UK)
Checked by the GCSE-ready editorial team, 16 October 2026. Last updated 2 October 2026. Spotted a mistake? Tell us and we will fix it.