The recruitment & selection process can be a long, costly and arduous process which can also give rise to discrimination when managed ineffectively.
Below we have broken down the various stages of recruitment & selection, should you require any further assistance with designing a recruitment process, contact us today.
Stage 1 - Identify the vacancy
Vacancies can become available in a business when someone leaves or changes job leaving the role unfilled. These vacancies are for existing roles and are therefore easily identified.
When a business grows or changes it may require additional roles including completely new jobs which need to be carried out.
Stage 2 - Carry out a job analysis
When a vacancy becomes available in an organisation it is important to review the tasks which this job function undertakes as well as the skills required to carry out the role. This is known as a job analysis.
A job analysis is important as it can be used to identify whether a vacancy needs to be filled or whether the tasks and duties can be redistributed to other staff. It is used to help write the job description and person specification.
Stage 3 - Create a job description
A job description is a document that states the tasks and responsibilities of the job. It contains information on:
· conditions of work
This sets out clear expectations for whoever applies to fill the vacancy.
Stage 4 - Create a person specification
A person specification is a document that states the skills and qualifications needed to do the job. These skills and qualities can be listed as either essential or desirable. This will provide a series of measures against which the organisation can judge people who might take on the vacancy.
Stage 5 - Advertise the job
A job can be advertised either internally or externally.
Stage 6 - Send out application forms or request CVs
Application forms are sent out to candidates who wish to apply for the position. Alternatively, a curriculum vitae (CV) will be requested and often a cover letter.
Application forms consist of pre-prepared questions set by the organisation. This allows an organisation to easily compare potential candidates. It also ensures the organisations get all the information they require from the candidate.
Curriculum vitae (CVs) are prepared by the candidate and are a summary of the person’s education, qualifications and previous employment history.
Businesses keep documentation relating to the recruitment process. Additionally, the business must ensure there is no discrimination during the recruitment process, and all candidates are treated fairly.
For help with the recruitment & selection process, including promoting diversity and ensuring no discrimination ensues, contact Copacetic today!