Unit 13 –
Recruitment
and
Selection
D1
Mahbub Rahman
,Mahbub Rahman – Unit 13 – D1
Table of Contents
Introduction ............................................................................................................................... 2
Job advert................................................................................................................................... 2
Interview ................................................................................................................................ 2
Organisation ........................................................................................................................... 2
Management .......................................................................................................................... 3
Selection................................................................................................................................. 3
Conclusion .......................................................................................................................... 3
Job description ........................................................................................................................... 4
Interview ................................................................................................................................ 4
Organisation ........................................................................................................................... 4
Management .......................................................................................................................... 5
Selection................................................................................................................................. 5
Conclusion .......................................................................................................................... 5
Person specification ................................................................................................................... 6
Interview ................................................................................................................................ 6
Organisation ........................................................................................................................... 6
Management .......................................................................................................................... 6
Selection................................................................................................................................. 7
Conclusion .......................................................................................................................... 7
Application form ........................................................................................................................ 7
Interview ................................................................................................................................ 7
Organisation ........................................................................................................................... 7
Management .......................................................................................................................... 8
Selection................................................................................................................................. 8
Conclusion .......................................................................................................................... 8
Conclusion .................................................................................................................................. 8
Bibliography ............................................................................................................................... 9
, Mahbub Rahman – Unit 13 – D1
Unit 13 – D1 – Evaluate the usefulness of the documents in the interview
pack for a given organisation, in facilitating the interview process
Introduction
For this task, I am going to evaluate how useful each document used in the recruitment
process is, weighing up what makes it useful and what makes it not so useful (pre-interview,
during the interview and post-interview), and how they contributed to the organisation
(Tesco), management, the interview, and the process of making a decision to select a who
to recruit. I will then judge the overall usefulness of the document.
Job advert
Interview
A job advert is useful in giving a brief description of the job to the public, which is what
attracts them to apply for the job. This purpose only makes it useful pre-interview. A job
advert is no longer needed when Tesco has a sufficient amount of candidates or when the
job vacancy has been filled. However, the candidates may choose to refer to the job advert
for information during the interview or after the interview, possibly because the
information that they are being told by the Tesco interviewers being different to the job
advert (e.g. they may be told what the wages are during the interview but the information
may be different on the job advert, or they may be successful and get the job but receive a
different wage to what is advertised on the job advert). Also, the candidate may want to
clear up some information that is on the job advert if they struggled to understand it. This
shows us how Tesco’s job advert may contribute to the conduct of the interview. This tells
us that the job advert is mostly useful pre-interview, but also has some uses during and
after the interview.
Organisation
A job advert’s purpose is to attract candidates, which is what makes it useful. If Tesco never
used job adverts, then it would be very difficult to find candidates external to the
organisation. By finding candidates external to the organisation, they can bring in new skills
and information that existing employees in the organisation currently do not have. This
shows how job adverts can contribute to the success of Tesco. However, job adverts can be
expensive to produce and distribute, which is bad for Tesco due to recent financial struggle.
Also, Tesco does not always have to recruit externally. They could recruit internally, a
cheaper alternative which does not necessarily require a job advert. This shows us that job
adverts are not always used in the recruitment or interview process, telling us that they
have limited uses to any organisation.
Recruitment
and
Selection
D1
Mahbub Rahman
,Mahbub Rahman – Unit 13 – D1
Table of Contents
Introduction ............................................................................................................................... 2
Job advert................................................................................................................................... 2
Interview ................................................................................................................................ 2
Organisation ........................................................................................................................... 2
Management .......................................................................................................................... 3
Selection................................................................................................................................. 3
Conclusion .......................................................................................................................... 3
Job description ........................................................................................................................... 4
Interview ................................................................................................................................ 4
Organisation ........................................................................................................................... 4
Management .......................................................................................................................... 5
Selection................................................................................................................................. 5
Conclusion .......................................................................................................................... 5
Person specification ................................................................................................................... 6
Interview ................................................................................................................................ 6
Organisation ........................................................................................................................... 6
Management .......................................................................................................................... 6
Selection................................................................................................................................. 7
Conclusion .......................................................................................................................... 7
Application form ........................................................................................................................ 7
Interview ................................................................................................................................ 7
Organisation ........................................................................................................................... 7
Management .......................................................................................................................... 8
Selection................................................................................................................................. 8
Conclusion .......................................................................................................................... 8
Conclusion .................................................................................................................................. 8
Bibliography ............................................................................................................................... 9
, Mahbub Rahman – Unit 13 – D1
Unit 13 – D1 – Evaluate the usefulness of the documents in the interview
pack for a given organisation, in facilitating the interview process
Introduction
For this task, I am going to evaluate how useful each document used in the recruitment
process is, weighing up what makes it useful and what makes it not so useful (pre-interview,
during the interview and post-interview), and how they contributed to the organisation
(Tesco), management, the interview, and the process of making a decision to select a who
to recruit. I will then judge the overall usefulness of the document.
Job advert
Interview
A job advert is useful in giving a brief description of the job to the public, which is what
attracts them to apply for the job. This purpose only makes it useful pre-interview. A job
advert is no longer needed when Tesco has a sufficient amount of candidates or when the
job vacancy has been filled. However, the candidates may choose to refer to the job advert
for information during the interview or after the interview, possibly because the
information that they are being told by the Tesco interviewers being different to the job
advert (e.g. they may be told what the wages are during the interview but the information
may be different on the job advert, or they may be successful and get the job but receive a
different wage to what is advertised on the job advert). Also, the candidate may want to
clear up some information that is on the job advert if they struggled to understand it. This
shows us how Tesco’s job advert may contribute to the conduct of the interview. This tells
us that the job advert is mostly useful pre-interview, but also has some uses during and
after the interview.
Organisation
A job advert’s purpose is to attract candidates, which is what makes it useful. If Tesco never
used job adverts, then it would be very difficult to find candidates external to the
organisation. By finding candidates external to the organisation, they can bring in new skills
and information that existing employees in the organisation currently do not have. This
shows how job adverts can contribute to the success of Tesco. However, job adverts can be
expensive to produce and distribute, which is bad for Tesco due to recent financial struggle.
Also, Tesco does not always have to recruit externally. They could recruit internally, a
cheaper alternative which does not necessarily require a job advert. This shows us that job
adverts are not always used in the recruitment or interview process, telling us that they
have limited uses to any organisation.
