Amelia Gruner- Overgaard
Memorandum
Subject: Review of recruitment document
Date: 13/09/16
FAO: Michael Lee
Author: Amelia Gruner-Overgaard
Enclosed is the review of the Job Description, Person Specification, Job Application and Contract of
Employment for the Marketing Assistant.
Firstly the Job Description doesn’t include the location of the place of work, hours of work, yearly or
hourly wage rate and benefits/extras of the job position. I suggest that these are added to the
document as it will make it obvious of the applicants who are available for the job and they’ll be
given as much information about the job so they can decide whether it suits them. Also, the date at
the bottom of the document is from earlier this year and therefore may mislead some applicants to
think this job position isn’t available anymore.
There are a few errors in the Person Specification, one of them being the range of grades in the GCSE
results should be A* - C rather than A-C. The knowledge of IT and Technology should be placed in
skills and abilities, unless stated that it is a qualification, as this description isn’t very specific of what
technology would need to be used, I’d advise giving the applicant some examples of the technology
that will be used. “Ability to use initiative and work as a team member” would be better placed in the
Skills and Ability row, however initiative and team player are already mentioned in that section, so
remove the above quotation from the document entirely. “Ability to liaise with other companies”
could be relocated to the desirable column, as you can always be trained in that section of work, or
even a confidence work shop so the applicant is able to do this well if they already have the skills.
The Job Application form has very clear questions set out throughout it. Instead of asking whether
the applicant can be contacted at work, ask the hours that you can get in contact with them, as they
might have other responsibilities or be unemployed. Further on in the form some applicants may not
understand what a “Job Share Basis” is, so give a sentence of information about this. There might not
be enough room for applicants to fill in their previous employment, so state at the bottom of the
page that they can continue on a separate sheet if necessary. Section 10 asks 2 questions which are
very similar, I would advise removing the second question. Reference 2 in section 11 all have bold
text sub headings, whereas the reference 1 doesn’t, so remove the bold text and replace it with a
normal font. Section 12 involves a question about gender, which may be uncomfortable for some
applicants to answer as they may be Transgender or may feel that they might be turned down to the
job due to their gender, so include a tick box saying “Don’t wish to provide this information”.
Disability questions have already been included in section 9, so remove the repeated disability from
section 12. Another issue for some applicants to include would be age, as the employer doesn’t
legally need this information from the applicant, so remove this section from the form. Other than
the above, the rest of the application form includes all the necessary questions an employee should
know about the applicant.
Memorandum
Subject: Review of recruitment document
Date: 13/09/16
FAO: Michael Lee
Author: Amelia Gruner-Overgaard
Enclosed is the review of the Job Description, Person Specification, Job Application and Contract of
Employment for the Marketing Assistant.
Firstly the Job Description doesn’t include the location of the place of work, hours of work, yearly or
hourly wage rate and benefits/extras of the job position. I suggest that these are added to the
document as it will make it obvious of the applicants who are available for the job and they’ll be
given as much information about the job so they can decide whether it suits them. Also, the date at
the bottom of the document is from earlier this year and therefore may mislead some applicants to
think this job position isn’t available anymore.
There are a few errors in the Person Specification, one of them being the range of grades in the GCSE
results should be A* - C rather than A-C. The knowledge of IT and Technology should be placed in
skills and abilities, unless stated that it is a qualification, as this description isn’t very specific of what
technology would need to be used, I’d advise giving the applicant some examples of the technology
that will be used. “Ability to use initiative and work as a team member” would be better placed in the
Skills and Ability row, however initiative and team player are already mentioned in that section, so
remove the above quotation from the document entirely. “Ability to liaise with other companies”
could be relocated to the desirable column, as you can always be trained in that section of work, or
even a confidence work shop so the applicant is able to do this well if they already have the skills.
The Job Application form has very clear questions set out throughout it. Instead of asking whether
the applicant can be contacted at work, ask the hours that you can get in contact with them, as they
might have other responsibilities or be unemployed. Further on in the form some applicants may not
understand what a “Job Share Basis” is, so give a sentence of information about this. There might not
be enough room for applicants to fill in their previous employment, so state at the bottom of the
page that they can continue on a separate sheet if necessary. Section 10 asks 2 questions which are
very similar, I would advise removing the second question. Reference 2 in section 11 all have bold
text sub headings, whereas the reference 1 doesn’t, so remove the bold text and replace it with a
normal font. Section 12 involves a question about gender, which may be uncomfortable for some
applicants to answer as they may be Transgender or may feel that they might be turned down to the
job due to their gender, so include a tick box saying “Don’t wish to provide this information”.
Disability questions have already been included in section 9, so remove the repeated disability from
section 12. Another issue for some applicants to include would be age, as the employer doesn’t
legally need this information from the applicant, so remove this section from the form. Other than
the above, the rest of the application form includes all the necessary questions an employee should
know about the applicant.
