UNIT 8: RECRUITMENT AND SELECTION PROCESS
REPORT 1 LAYOUT – EMPLOYER
INTRODUCTION
In this first part of the report I am going to prepare appropriate documentation for use in
selection and recruitment activities. Also, I will evaluate how well the documents prepared
and participation in the interview activities supported the process for a job offer.
DEFINING THE ROLE
JD/Job Description – A job description is a document intended to provide job applicants
with an outline of the main duties and responsibilities of the role for which they are
applying. The main purpose of any job description is to outline the main duties and
responsibilities that are involved in a particular job. A job description is an essential part of
the job application process as, with the right information, it should help applicants to
determine whether the role is in line with their skill set and whether it is a job they actually
want to do.
PS/Person Specification - The person specification is a description of the qualifications,
skills, experience, knowledge and other attributes which a candidate must possess to
perform the job duties. The specification should be derived from the job description and
forms the foundation for the recruitment process. The person specification is an important
part of the recruiter's toolbox. It allows to communicate the traits that the job find
desirable in an ideal candidate, such as education, previous work experience, and any
extra traits that are needed to succeed in the role.
Job Advert – A job advert is a print or electronic notification of an intent to hire someone
to perform specific work in a position at a company or organization. Employers use a job
advertisement to request applications from the public or targeted candidates. The aim of
the job advert is to attract interest, communicate quickly and clearly the essential points,
and to provide a clear response process and mechanism. Design should concentrate on
clarity or text, layout, and on conveying a professional image.
Evaluation of these documents
JD/Job Description
Advantages - One advantage of a job description is that it makes it easier for the
business to recruit qualified employees. Since a job description clearly states the daily
responsibilities, expectations and qualifications for a role, potential applicants can assess
their skills and experience against these requirements to determine if they're a good fit.
A job description also helps employees better understand the position so that they know
what to do in the workplace.
Disadvantages - One of the disadvantages of a job description and job specification is
that it can be limiting. In a workplace where employees work across different roles, a job
description detailing duties for one position might give employees false expectations of
the role and lead to confusion. Another downside is that a job description can cause
disagreements between managers and employees, especially when the job description
isn't well written or is not conclusive.
,PS/Person Specification
Advantages - There are several benefits of having a comprehensive job specification.
Some advantages could be that a job specification highlights all the specific details
required to perform the job at its best. Also, it helps in the screening of resumes and
saves time when there are multiple applications by choosing those who are closest to the
job specification
Disadvantages - There are certain limitations of the job specification. Some of the
disadvantages can be that it is a time-consuming process as it has to be very thorough
and complete. Another disadvantage is that a job description is time-bound and changes
with changing technology and changing knowledge & skill requirements.
Job Advert
Advantage – There are many advantages to advertised jobs. They tend to be easy to find,
they offer a defined job role, and the employer is usually clear about what they are
looking for in their applicants.
Disadvantage - The disadvantage is that their high visibility means lots of competition,
and while job-seekers often spend most of their time applying for advertised jobs, in fact
they account for only a small proportion of vacancies which are filled each year.
Portfolio of recruitment and selection documents
JD/Job Description
, PS/Person Specification
Job Advert
MANAGING THE APPLICATION AND SELECTION PROCESS
REPORT 1 LAYOUT – EMPLOYER
INTRODUCTION
In this first part of the report I am going to prepare appropriate documentation for use in
selection and recruitment activities. Also, I will evaluate how well the documents prepared
and participation in the interview activities supported the process for a job offer.
DEFINING THE ROLE
JD/Job Description – A job description is a document intended to provide job applicants
with an outline of the main duties and responsibilities of the role for which they are
applying. The main purpose of any job description is to outline the main duties and
responsibilities that are involved in a particular job. A job description is an essential part of
the job application process as, with the right information, it should help applicants to
determine whether the role is in line with their skill set and whether it is a job they actually
want to do.
PS/Person Specification - The person specification is a description of the qualifications,
skills, experience, knowledge and other attributes which a candidate must possess to
perform the job duties. The specification should be derived from the job description and
forms the foundation for the recruitment process. The person specification is an important
part of the recruiter's toolbox. It allows to communicate the traits that the job find
desirable in an ideal candidate, such as education, previous work experience, and any
extra traits that are needed to succeed in the role.
Job Advert – A job advert is a print or electronic notification of an intent to hire someone
to perform specific work in a position at a company or organization. Employers use a job
advertisement to request applications from the public or targeted candidates. The aim of
the job advert is to attract interest, communicate quickly and clearly the essential points,
and to provide a clear response process and mechanism. Design should concentrate on
clarity or text, layout, and on conveying a professional image.
Evaluation of these documents
JD/Job Description
Advantages - One advantage of a job description is that it makes it easier for the
business to recruit qualified employees. Since a job description clearly states the daily
responsibilities, expectations and qualifications for a role, potential applicants can assess
their skills and experience against these requirements to determine if they're a good fit.
A job description also helps employees better understand the position so that they know
what to do in the workplace.
Disadvantages - One of the disadvantages of a job description and job specification is
that it can be limiting. In a workplace where employees work across different roles, a job
description detailing duties for one position might give employees false expectations of
the role and lead to confusion. Another downside is that a job description can cause
disagreements between managers and employees, especially when the job description
isn't well written or is not conclusive.
,PS/Person Specification
Advantages - There are several benefits of having a comprehensive job specification.
Some advantages could be that a job specification highlights all the specific details
required to perform the job at its best. Also, it helps in the screening of resumes and
saves time when there are multiple applications by choosing those who are closest to the
job specification
Disadvantages - There are certain limitations of the job specification. Some of the
disadvantages can be that it is a time-consuming process as it has to be very thorough
and complete. Another disadvantage is that a job description is time-bound and changes
with changing technology and changing knowledge & skill requirements.
Job Advert
Advantage – There are many advantages to advertised jobs. They tend to be easy to find,
they offer a defined job role, and the employer is usually clear about what they are
looking for in their applicants.
Disadvantage - The disadvantage is that their high visibility means lots of competition,
and while job-seekers often spend most of their time applying for advertised jobs, in fact
they account for only a small proportion of vacancies which are filled each year.
Portfolio of recruitment and selection documents
JD/Job Description
, PS/Person Specification
Job Advert
MANAGING THE APPLICATION AND SELECTION PROCESS
