The Recruitment Process
The recruitment and selection process
Vacancy arise Job analysis Job description Person specification Job advertisement Application form, scanning and shortlisting Interviews, testing and selecting Vacancy filled
Vacancy arises
Firstly, the company needs to be aware of what position is lacking employee and how many people do they need. They also need to know what kind of skills and tasks that the future employee(s) need to do. This leads to the next stage: Job analysis.
Job analysis
Job analysis is a “detailed examination of the tasks (performance elements) that make up a job (employee role)” (BusinessDictionary.com, n.d.) It shows what the employees are expected to do. The job analysis itself has the following: job description, person specification. Below is an example of a job analysis:
Job description
A job description is “a broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities…” and “Job description usually forms the basis of job specification.” (BusinessDictionary.com, n.d.)
Person specification
This is the second part of the job analysis; it is used to find the perfect candidate for the position. A job analysis includes the skills, knowledge and qualifications of the employee. Specific qualifications and the number of experience are one of the critical requirements that the employer will look at when recruiting a candidate
Job Advertisement
After the job description and person specification document is completed, the company will then consider if they want to recruit internally or externally. If there is an employee who can fill in the position, they can give that employee a promotion. If the company cannot find a suitable person for the position, they will have to recruit externally. They need to place a job vacancy advertisement