1. The recruitment process

2. Structure
Overview of the recruitment and selection process
Identifying the vacancy - is there a job?
What is the job? - the Job Description
The Person Specification
Advertising the job

3. The Recruitment and Selection Process
Stage 1 Recruitment
New work
Existing work not being completed
Staff replacement
Analyse the job and competencies
Is there a vacancy?
Yes
Describe the job - job description
Describe the person to do the job - person specification

4. Is the new job/replacement authorised? Yes - by CEO or senior manager
The Recruitment and Selection Process
Stage 1 Recruitment
Define the employment terms and conditions (inc. salary level/grade)
Is the new job/replacement authorised?
Yes - by CEO or senior manager
Who are the target groups of candidates?
Internal
External
Consider alternative methods of attracting a field of candidates

5. The Recruitment and Selection Process
Stage 1 Recruitment
Decide with HR how the vacancy will be advertised
Draft the job advertisement and agree
Log all enquiries and applications
Organise selection programme - who will be involved in shortlisting, testing and interviewing?, dates, interview briefing etc.

6. Recruitment is defined as: -
Definition
Recruitment is defined as: -
“searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs”
Dowling and Schuler 1990

7. Step 1 - Identifying the Vacancy
Review the purpose of the job
What are the options other than recruiting?
What would happen if the job were not done?

8. Step 1 - Identifying the Vacancy
What are the key results expected from doing the job?
Define the purpose in clear and concise terms. What are the key tasks and responsibilities?
What are the key behavioural competencies? (How do you the want the job to be done? Do any of these competencies imply a limiting of choice of candidate?)
How do these tasks and behaviours contribute to operational objectives?

9. Step 1 - Identifying the Vacancy
Review the key tasks
Can all or any of these key tasks be transferred to others who work on the section or to another section?
Is there more than one post?
Can the job be done through flexible working arrangements?
Is the job correctly graded against the tasks to be done and the level of responsibility?

10. Step 2 - Describing the job
The Job Description
The job description defines the overall purpose of the job and the main tasks to be carried out within the role.
A good job description is essential to the success of the recruitment and selection process
When putting together a job description, always check that sexist language or terminology has been avoided

11. Step 2 - Describing the job
It should include as a minimum: job title, reporting structure, purpose of job and major duties (Foot & Hook (2002:36))
Better job descriptions will include:
Purpose of the job and expected outcomes/results
Key tasks and other tasks
Main duties and activities
Responsibilities
Key interfaces with other staff or organisations
Reporting lines

12. Step 3 - Describing the person that you need to do the job
The person specification
The person specification states the essential and desirable criteria for selection.
A person specification can be derived from Rodger’s Seven Point Plan and Fraser’s Five Point Plan

13. Step 3 - Describing the person that you need to do the job
Review the job description and the person specification in terms of: -
What knowledge or qualifications do they need?
What experience do they need?
What specialist knowledge is required?
What skills do they need?
What personal qualities must they have? e.g. ability to work as part of a team (behavioural competencies)

14. Step 3 - Describing the person that you need to do the job
Review the job description and the person specification in terms of: -
Which of the skills, competencies, knowledge, qualifications, experience and qualities are essential and which desirable?

15. Best practice in recruitment advertising
Step 4 - Publicising the vacancy
Best practice in recruitment advertising
Advertisements should be clear and state briefly: -
Company name and information
job title and major duties e.g. the requirements of the job
the necessary and desirable criteria for job applicants
the activities and working practices of the organisation
the job location
the reward package
job tenure
the application procedure
advertisements should endeavour to appeal to all sections of the community using positive visual images and wording

16. Step 4 - Publicising the vacancy
Review the job advertisement:
What immediate information does a potential applicant need to be attracted to the vacancy?
Is there correct emphasis on essential qualities?
Is “how to apply” clear?
What additional information needs to be sent out to potential applicants?
Review in terms of EQUAL OPPORTUNITES

17. Step 5 - Processing the applications
Logging applications
Detach Equal Opportunities proforma
Arrange shortlisting process
Organise any testing that may be required
Make arrangements for the interviews