STARTING THE RECRUITMENT PROCESS
JOB DESCRIPTION/JOB SPECIFICATION This should detail the purpose, tasks and responsibilities of the job.
A GOOD JOB DESCRIPTION SHOULD INCLUDE: main purpose of the job try to describe this in one sentence main tasks of the job use active verbs, like 'writing', 'repairing', 'machining', 'calculating', instead of vaguer terms like 'dealing with', 'in charge of' scope of the job expanding on the main tasks and the importance of the job. Job importance can be indicated by giving information such as the number of people to be supervised, the degree of precision required and the value of any materials and equipment used.
PERSON SPECIFICATION Drawing up the person specification allows the organisation to profile the ideal person to fill the job.
FACTORS TO CONSIDER WHEN DRAWING UP THE SPECIFICATION INCLUDE: skills, knowledge, aptitudes directly related to the job the type of experience necessary the competencies necessary education and training but only so far as is necessary for satisfactory job performance, unless the person is being recruited on the basis of future potential (eg graduate trainees), when a higher level of education may be specified any criteria relating to personal qualities or circumstances which must be essential and directly related to the job, and must be applied equally to all groups irrespective of age, sex, race, age, nationality, religion or belief, disability, membership or nonmembership of a trade union. To do otherwise is potentially discriminatory
internal recruitment It is a good way to retain valuable employees whose skills can be further enhanced. Job. Centres of the Department for Work and Pensions will display employers' vacancies and refer potential recruits. commercial recruitment agencies - often specialise in particular types of work, executive search organisations will seek out suitable candidates working in other companies by direct approach, or via specialist advertising national newspapers , specialist and professional journals advertising in the national press is expensive, but likely to produce a good response for particular, specialist vacancies.
local schools, colleges and the Careers Service - It can be particularly useful to offer students the opportunity to spend some time at the company, on work experience, or 'shadowing' word of mouth introduction via existing employees or through an employers' network.
THE ADVERTISEMENT Consider the following factors in the advertisement: if the organisation is well known, does it have a logo that could feature prominently in the advertisement? Make the advertisement consistent with the company image should the job title be the most prominent feature? keep the text short and simple while giving the main aspects of the job, pay, career prospects, location, contract length can specific details - such as pay, qualifications and experience required - be given in a way which will reduce the number of unsuitable applications? is it possible to avoid generalisations such as 'attractive salary', or 'appropriate qualifications' which may discourage valid applications? can you provide job details on tape or in braille and accept applications in a similar format? is the form of reply and the closing date for applications clear? Is there a contact name and phone number for further information and enquiries?
Скачать презентацию STARTING THE RECRUITMENT PROCESS JOB DESCRIPTION JOB SPECIFICATION
Starting the recruitment process.pptx