Introduction: In this task, I have to compare the purposes of the different documents used in the selection and recruitment process of my
selected business, which will be McDonalds. Then I will evaluate the usefulness of the documents in the interview pack for McDonalds, in
facilitating the interview process.
Documents Why is it used Purpose of information Comparison
Advertisement Adverts are used to give information to people for the The main purpose of a job advertisement is to There can often be confusion between the
vacancies. It also uses because it is easier for the attract suitable candidates for the position. An two terms, but each has its own place in
people to remember stuff when they see. The business effective ad reduces the time companies spend the hiring process. A good job description
can explain the job more openly to people, so that they interviewing unsuitable candidates by providing a emphasises what an employee has to
clearly know what the job is about. precise statement of job requirements. A job achieve on a day-to-day basis and how
advertisement also plays a secondary role by success will be measured. A good job
helping to position the company as a growing advertisement emphasises why a qualified
organization staffed by quality people. This can help individual should apply for the job.
create awareness and interest from qualified people
who might be attracted to the company for future
vacancies.
Job description All employees like to know what is expected of them The purpose of job description is that it clearly The difference between job description
and how they will be evaluated. Job descriptions can shows the candidate what the job is about. and personal specification is that a job
also be a great value to employers. Creating a job description lists specifics of a particular
description often results in a thought process that job; the person specification describes the
helps determine how critical the job is, how this ideal candidate to fill the opening.
particular job relates to others and identify the
characteristics needed by a new employee filling the
role.
Personal specification The person specification is the single most important The person specification is a description of the Personal specification is based on what
document in effective recruitment and selection. It qualifications, skills, experience, knowledge and kind of candidate the business need for
enables you to do a number of things. It allows you to other attributes (selection criteria) which a the job. Whereas the covering letter
define the kind of person you want and so helps you to candidate must possess to perform the job duties. written by the candidate focusing on who
write an accurate job advert. It enables you to assess The specification should be derived from the job he/she is and what drew me to the job.
each candidate fairly and objectively. And it enables description and forms the foundation for the
you to compare candidates against each other and recruitment process. You will use the person
therefore make selections based on evidence. specification as a basis for your selection decisions
at short listing, presentation/test and interview
stages. Interview questions and selection tests
should also derive from the person specification and
selected business, which will be McDonalds. Then I will evaluate the usefulness of the documents in the interview pack for McDonalds, in
facilitating the interview process.
Documents Why is it used Purpose of information Comparison
Advertisement Adverts are used to give information to people for the The main purpose of a job advertisement is to There can often be confusion between the
vacancies. It also uses because it is easier for the attract suitable candidates for the position. An two terms, but each has its own place in
people to remember stuff when they see. The business effective ad reduces the time companies spend the hiring process. A good job description
can explain the job more openly to people, so that they interviewing unsuitable candidates by providing a emphasises what an employee has to
clearly know what the job is about. precise statement of job requirements. A job achieve on a day-to-day basis and how
advertisement also plays a secondary role by success will be measured. A good job
helping to position the company as a growing advertisement emphasises why a qualified
organization staffed by quality people. This can help individual should apply for the job.
create awareness and interest from qualified people
who might be attracted to the company for future
vacancies.
Job description All employees like to know what is expected of them The purpose of job description is that it clearly The difference between job description
and how they will be evaluated. Job descriptions can shows the candidate what the job is about. and personal specification is that a job
also be a great value to employers. Creating a job description lists specifics of a particular
description often results in a thought process that job; the person specification describes the
helps determine how critical the job is, how this ideal candidate to fill the opening.
particular job relates to others and identify the
characteristics needed by a new employee filling the
role.
Personal specification The person specification is the single most important The person specification is a description of the Personal specification is based on what
document in effective recruitment and selection. It qualifications, skills, experience, knowledge and kind of candidate the business need for
enables you to do a number of things. It allows you to other attributes (selection criteria) which a the job. Whereas the covering letter
define the kind of person you want and so helps you to candidate must possess to perform the job duties. written by the candidate focusing on who
write an accurate job advert. It enables you to assess The specification should be derived from the job he/she is and what drew me to the job.
each candidate fairly and objectively. And it enables description and forms the foundation for the
you to compare candidates against each other and recruitment process. You will use the person
therefore make selections based on evidence. specification as a basis for your selection decisions
at short listing, presentation/test and interview
stages. Interview questions and selection tests
should also derive from the person specification and
