The recruitment process

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• The recruitment process

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• Structure
• Overview of the recruitment and selection process
• Identifying the vacancy - is there a job?
• What is the job? - the Job Description
• The Person Specification
• Advertising the job

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The Recruitment and Selection Process
Stage 1 Recruitment
New work
Existing work not being completed
Staff replacement
Analyse the job and competencies
Is there a vacancy?
Yes
Describe the job - job description
Describe the person to do the job - person
specification
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The Recruitment and Selection Process
Stage 1 Recruitment
Define the employment terms and conditions (inc.
salary level/grade)
Is the new job/replacement authorised?
Yes - by CEO or senior manager
Who are the target groups of candidates?
Internal
External
Consider alternative methods of attracting a
field of candidates
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The Recruitment and Selection Process
Stage 1 Recruitment
Decide with HR how the vacancy will be
advertised Draft the job advertisement and agree
Log all enquiries and applications
Organise selection programme - who will be
involved in shortlisting, testing and
interviewing?, dates, interview briefing etc.
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Definition
Recruitment is defined as -

• searching for and obtaining potential job
  candidates in sufficient numbers and quality so
  that the organisation can select the most
  appropriate people to fill its job needs
• Dowling and Schuler 1990

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Step 1 - Identifying the Vacancy

• Review the purpose of the job
• What are the options other than recruiting?
• What would happen if the job were not done?

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Step 1 - Identifying the Vacancy

• What are the key results expected from doing the
  job?
• Define the purpose in clear and concise terms.
  What are the key tasks and responsibilities?
• What are the key behavioural competencies?
  (How do you the want the job to be done? Do any
  of these competencies imply a limiting of choice
  of candidate?)
• How do these tasks and behaviours contribute to
  operational objectives?

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Step 1 - Identifying the Vacancy

• Review the key tasks
• Can all or any of these key tasks be transferred
  to others who work on the section or to
  another section?
• Is there more than one post?
• Can the job be done through flexible working
  arrangements?
• Is the job correctly graded against the tasks to
  be done and the level of responsibility?

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Step 2 - Describing the job
The Job Description

• The job description defines the overall purpose
  of the job and the main tasks to be carried out
  within the role.
• A good job description is essential to the
  success of the recruitment and selection process
• When putting together a job description, always
  check that sexist language or terminology has
  been avoided

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Step 2 - Describing the job

• It should include as a minimum job title,
  reporting structure, purpose of job and major
  duties (Foot Hook (200236))
• Better job descriptions will include
• Purpose of the job and expected outcomes/results
• Key tasks and other tasks
• Main duties and activities
• Responsibilities
• Key interfaces with other staff or organisations
• Reporting lines

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Step 3 - Describing the person that you need to
do the job
The person specification

• The person specification states the essential and
  desirable criteria for selection.
• A person specification can be derived from
  Rodgers Seven Point Plan and Frasers Five Point
  Plan

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Step 3 - Describing the person that you need to
do the job
Review the job description and the person
specification in terms of -

• What knowledge or qualifications do they need?
• What experience do they need?
• What specialist knowledge is required?
• What skills do they need?
• What personal qualities must they have? e.g.
  ability to work as part of a team
  (behavioural competencies)

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Step 3 - Describing the person that you need to
do the job
Review the job description and the person
specification in terms of -

• Which of the skills, competencies, knowledge,
  qualifications, experience and qualities are
  essential and which desirable?

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Step 4 - Publicising the vacancy
Best practice in recruitment advertising

• Advertisements should be clear and state briefly
  -
• Company name and information
• job title and major duties e.g. the requirements
  of the job
• the necessary and desirable criteria for job
  applicants
• the activities and working practices of the
  organisation
• the job location
• the reward package
• job tenure
• the application procedure
• advertisements should endeavour to appeal to all
  sections of the community using positive visual
  images and wording

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Step 4 - Publicising the vacancy

• Review the job advertisement
• What immediate information does a potential
  applicant need to be attracted to the vacancy?
• Is there correct emphasis on essential qualities?
• Is how to apply clear?
• What additional information needs to be sent out
  to potential applicants?
• Review in terms of EQUAL OPPORTUNITES

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Step 5 - Processing the applications

• Logging applications
• Detach Equal Opportunities proforma
• Arrange shortlisting process
• Organise any testing that may be required
• Make arrangements for the interviews