Recruitment of Staff
Recruitment of Staff
Understanding the Recruitment Process
- Recruitment is the process by which a business seeks to hire the right people for job vacancies.
- Job analysis is essential to identify the role’s requirements, skills, knowledge and qualifications needed.
- The outcome of a job analysis provides the basis for creating a job description and person specification.
Job Description and Person Specification
- A job description outlines the duties, responsibilities and the conditions of a specific job.
- A person specification details the required skills, qualifications, experience and personal attributes a successful applicant must possess.
- Both these documents are crucial in the recruitment process to attract the right candidates.
Advertising Vacancies
- Vacancies may be advertised internally (within the organisation) or externally (outside the organisation).
- Internal recruitment is often quicker and less expensive, while external recruitment allows for a wider pool of potential applicants.
- Advertisements must be clear, accurate and give a positive impression of the organisation to attract quality applicants.
Applicant Selection
- Methods of selection include: application forms, curriculum vitae (CV), cover letters or application interviews.
- Applicant screening involves comparing applicant details to the person specification and shortlisting suitable candidates.
- In some cases, online software or Applicant Tracking Systems (ATS) may be used to streamline the selection process.
Selection Methods
- Selection methods could include interviews, practical tasks or tests, or assessment centres where candidates participate in a series of screening exercises.
- It’s important that these methods are fair, unbiased, and suitable for the job role.
- Potential employees must be selected based on their ability to perform the job and not on any discriminatory grounds.
Offering the Position
- The successful candidate will receive a job offer often starting with a verbal confirmation followed by a formal written offer.
- This offer should outline terms and conditions of employment, job role, salary and starting date.
- The candidate then accepts the offer, culminating in the recruitment process.
Legal Considerations
- Businesses must adhere to laws and regulations that govern recruitment such as the Equality Act 2010 to prevent discrimination.
- There must be transparency, fairness and non-discrimination throughout the selection process.
- Non-compliance may lead to legal repercussions for the business.