Having the right
person, in the right place, at the right time, is crucial to organizational
performance. Therefore recruitment is a critical activity and should
incorporate the following steps:
Step 1 - What’s the job? Gather information about the nature of the job.
·
The content (such as the tasks) making up the
job
·
The
job’s purpose
·
The
outputs required by the job holder
·
How it
fits into the organisation’s structure
·
The
skills and personal attributes needed to perform the role effectively.
This analysis can
form the basis of a job description and person specification.
Step 2 - Prepare a job and person profile
A person
specification or job profile states the necessary and desirable criteria for
selection.
Increasingly such
specifications are based on a set of competencies identified as necessary for
the performance of the job. Include:
- · skills, aptitude, knowledge and experience
- · qualifications (which should be only those necessary to do the job - unless candidates are recruited on the basis of future potential , for example graduates)
- · personal qualities relevant to the job, such as ability to work as part of a team.
The document formed
from the person specification can then be used to inform the criteria you use
to shortlist applicants.
Step 3 – Finding candidates with the help of internal and external methods of recruitment
Step 4 - Managing the application process
There are two main
formats in which applications are likely to be received: the curriculum vitae
(CV) or application form. It is possible that these could be submitted either
on paper or electronically and the use of e-applications (Internet, intranet
and email) is now part of mainstream recruitment practices
Application forms
Application forms
allow for information to be presented in a consistent format, and therefore
make it easier to collect information from job applicants in a systematic way
and assess objectively the candidate’s suitability for the job.
CVs
The advantage of
CVs is that they give candidates the opportunity to sell themselves in their
own way and don’t have the restrictions of fitting information into boxes as often
happens on an application form. However, CVs make it possible for candidates to
include lots of additional, irrelevant material which may make them harder to
assess consistently.
Step 5 - Selecting
candidates
Selecting
candidates involves two main processes: short listing and assessing applicants
to decide who should be made a job offer.
Short listing
The process of short
listing involves slimming down the total number of applications received to a shortlist
of candidates you wish to take forward to the more detailed assessment phase of
the selection process.
When deciding who
to shortlist, it is helpful to draw up a list of criteria using the person
specification. Each application can then be rated according to these standards,
or a simple scoring system can be used
Assessment
A range of
different methods can be used to assess candidates. These vary in their
reliability as a predictor of performance in the job and in their ease and
expense to administer. Typical methods include:
General interview
Competency based
interview
Role play
Presentation
Step 6 - Making the appointment
Before making an
offer of employment, employers have responsibility for checking that applicants
have the right to work in the country and to see and take copies of relevant
Contract
Contract
Offers of
employment should always be made in writing. But it is important to be aware
that an oral offer of employment made in an interview is as legally binding as
a letter to the candidate.
References
A recruitment policy
should state clearly how references will be used, when in the recruitment
process they will be taken up and what kind of references will be necessary
(for example, from former employers). These rules should be applied
consistently.
Medical examinations
It is reasonable to
require completion of a health questionnaire where good health is relevant to
the job. Any particular physical or medical requirement should be made clear in
the job advertisement or other recruitment literature.
Step 7 – Induction
Induction is a
critical part of the recruitment process, for both employer and new employee.
An induction plan should include:
- · Orientation (physical) - describing where the facilities are
- · Orientation (organisational) - showing how the employee fits into the team and how their role fits with the organisation’s strategy and goals
- · Health and safety information - this is a legal requirement
- · Explanation of terms and conditions
- · Details of the organisation's history, its products and services, its culture and values
- A clear outline of the job/role requirements
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