Abdulalah Al-Jobore
Unit 13: Recruitment and Selection in Business
P3
P3 Prepare the documents used in selection and recruitment activities
Job description
Job description is one the essential and important documents needed within the selection and
recruitment process, which intended to provider the job applicant with information that outline the
main duties and responsibilities of the job or which they are applying for. It gives the job application
an overview the job they are applying for in ordering to show them what the job actually looks like.
Within the job description, different organisation will have their own extra information for different
purpose. Although, it contains many features, but there are a set of key elements that are always
essential in any job description, these are:
Title of the job
Department and location
Broad terms
Responsible to whom
Responsibilities
Scoop of post
Name of complier and approver
Date of issue
Furthermore, by providing the job applicant with the right information, it will helps them to
determine whether the role is in line with their skills set and whether it is a job they actually want to
do. In addition, it helps HR department and external recruiter to streamline the selection and
recruitment process and receive a high consecration of candidates who are suitable for interview or
further selection.
Person specification
Person specification is the opposite of the job description, while the job decision providing the
potential job applicants with the right and essential information, person specification, and provides
the right information about the type of person that will be suitable for the job from the point view of
the organisation. It will outline the requirements of the job such as the qualifications, skills,
experience, knowledge and other attributes which a candidate must possess to perform the job
duties and accountabilities. The organisation usually uses the person specification as a basis for the
selection decisions at shortlisting, presentation/test and interview stages. As interview questions
and selection test or any other method of assessments will be derive from the person specification
which will be designed to pick out more evidence on candidates against the criteria.
Application documentation
They are specificity main documents needed as a part of the job application process:
Letter and Curriculum Vitae (CV)
Letter is the most used method in the old days, as it is used to be the traditionally method of
applying for a job. It is still used nowadays but not as much as it been in the past. In these
days it is usually required from the applicant to send his covering letter and/or curriculum
vitae (CV) alongside with the application form. This way the employer will have consistent
data on file for all applicant. Both of the covering letters and the CV will outline your own
details. However, letters will acts as personal introduction, as it will give you the opportunity
to explain to an employer why you are the best candidate for the job. Curriculum vitae (CV),
1
Unit 13: Recruitment and Selection in Business
P3
P3 Prepare the documents used in selection and recruitment activities
Job description
Job description is one the essential and important documents needed within the selection and
recruitment process, which intended to provider the job applicant with information that outline the
main duties and responsibilities of the job or which they are applying for. It gives the job application
an overview the job they are applying for in ordering to show them what the job actually looks like.
Within the job description, different organisation will have their own extra information for different
purpose. Although, it contains many features, but there are a set of key elements that are always
essential in any job description, these are:
Title of the job
Department and location
Broad terms
Responsible to whom
Responsibilities
Scoop of post
Name of complier and approver
Date of issue
Furthermore, by providing the job applicant with the right information, it will helps them to
determine whether the role is in line with their skills set and whether it is a job they actually want to
do. In addition, it helps HR department and external recruiter to streamline the selection and
recruitment process and receive a high consecration of candidates who are suitable for interview or
further selection.
Person specification
Person specification is the opposite of the job description, while the job decision providing the
potential job applicants with the right and essential information, person specification, and provides
the right information about the type of person that will be suitable for the job from the point view of
the organisation. It will outline the requirements of the job such as the qualifications, skills,
experience, knowledge and other attributes which a candidate must possess to perform the job
duties and accountabilities. The organisation usually uses the person specification as a basis for the
selection decisions at shortlisting, presentation/test and interview stages. As interview questions
and selection test or any other method of assessments will be derive from the person specification
which will be designed to pick out more evidence on candidates against the criteria.
Application documentation
They are specificity main documents needed as a part of the job application process:
Letter and Curriculum Vitae (CV)
Letter is the most used method in the old days, as it is used to be the traditionally method of
applying for a job. It is still used nowadays but not as much as it been in the past. In these
days it is usually required from the applicant to send his covering letter and/or curriculum
vitae (CV) alongside with the application form. This way the employer will have consistent
data on file for all applicant. Both of the covering letters and the CV will outline your own
details. However, letters will acts as personal introduction, as it will give you the opportunity
to explain to an employer why you are the best candidate for the job. Curriculum vitae (CV),
1
