...best-qualified for a certain job, within or outside an organisation, in an appropriate and cost effective manner. The recruitment process includes 4 stages that the employer will follow in order to select the best candidate for the job. Recruitment is important as if the employer does not employ the right person they are looking for then the employer or the new employee may not be satisfied which would lead to then quitting the job within a day or two, another problem would be that the customers may not be satisfied with the service provided by this employee which will lead to bad reputation of the organisation. Therefore it is very important that when recruiting, the employer follows the four stages appropriately and selects the right candidate. Temptation café will be looking to recruit someone who has skills such as, organisation skills, communication skills and writing, listening and speaking skills. The following is the 4 different stages of a recruitment documentation for a shop like Temptation Café: First of all the employer will put together a job description. A job description is a written statement of a certain job that will generally include the duties, purpose, responsibilities and working conditions of the job they are looking to hire in. At Temptation Café they will include the jobs such as serving and waiting on customers, cleaning and also being an assistant for the owner. The job description is an important stage of the recruitment process as the person applying to work...
Words: 980 - Pages: 4
...Personnel Selection The basic idea of personnel selection is to choose the best applicant for a job. There are several steps involved in a successful selection process. First, a job analysis is undertaken to determine exactly what the new employee will be doing. It usually consists of a job description and personnel specifications. The job description is a detailed description of what the worker does and the conditions under which he or she works. It is obtained by examining published analyses of similar jobs, interviewing people already doing the job, or observing people as they work on the job. Personnel specifications describe the characteristics of the person required for the position and might include such things as personality, physical ability, mental ability, experience, and motivation. There are numerous indicators involved in the process of employee selection, but the most common include application blanks, references, tests, and interviews. The application blank is virtually universal and is usually the initial step in the selection process. Customarily, the application requests routine biographical information, work experience, qualifications, and sometimes personal information (from finances to hobbies). Care is taken to meet guidelines of fair employment legislation. A common selection technique is to require that the applicant submit the names of several references who can testify to the applicant's abilities, or to provide several letters of recommendation...
Words: 2788 - Pages: 12
...M1 and D1- TCA The Strodes College recruitment includes 6 Key documents that are vital for both the employer and employee, they are: • Application form • Job description • Person specification • Benefits of working at Strode’s • Job advert • Back ground into Strode’s Application Form An application form is a standardised form used to aid in the selection of hiring new employees. It may include everything from past jobs and positions, as well as education and any other important information. An employment application form is a legal document that applicants sign to verify the information provided is true and correct. Application forms typically contain a paragraph explaining that false information given on the application form may result in application rejection or employment termination and even them committing a criminal offence. Additionally, application forms may also include statements granting permission to hiring employers to conduct background or credit checks, contact references and previous employers, and examine education records. It is important to the employer as is helps to keep the selection process simple for the employers. With a standard format to peruse, the employer can easily compare one potential employee to the next. Some employers use them to find out information that otherwise wouldn’t be readily volunteered in a CV for example schools and all other organisations that deal with young or vulnerable people will ask about previous criminal convictions...
Words: 1095 - Pages: 5
...Job description The purpose of the job description is to give information to prospective employees about what the job actually involves by giving the purpose of the job and the types of responsibilities and duties that will be expected as part of that job. Usually there are a set of key elements included within the job description which are; title of the job, department and location, broad terms, responsible to whom, responsibilities, scope of the post, education and qualifications, name of compiler and approver, date of issue. A job description can prevent hiring, promotion and dismissal decisions based on biased criteria. In hiring, following a job description can prevent the interviewer from asking illegal questions. For disciplinary actions or dismissal decisions, following a job description can protect the employer in the event of a lawsuit by a disgruntled employee or ex-employee. Holding employees responsible for job duties that are not in writing may also expose the company legally. A job description can serve as a drawing card for desirable, qualified candidates. The job description can emphasize the qualities the company is seeking, such as "takes decisive action" or "needs minimal supervision." The job description can also help with the interview process, by serving as a guideline for interview questions. By developing a similar set of questions for each candidate, employers can compare each prospective job seeker against the criteria included in the job description...
Words: 1131 - Pages: 5
...by the selection panel at Warwick Castle.The different documents that were involved were: Job description and person specification CV and application form Job advert The short listing form Contract (post interview) Job description and person specification Job Description The job description document was used by Warwick Castle during the recruitment and selection process and this document is generally a summary of the duties that would need to be done by the potential candidate who is hired for the retail supervisor role. Unlike a person specification, a job description tells the Warwick Castle candidates what they must do when they are...
Words: 1100 - Pages: 5
...a company knows that it needs to recruit an employee, the recruitment officer or who is responsible for this process have to plan and prepare documentation to success of recruiting a new member of staff. First of all a potential candidates sees a the job advertisement. The job advertisement are based on the job description and person specification. This document typically includes: • Job title • Location of role • Conditions of employment (full-time/part-time) • How to apply • Closing date for applications The job advert of Marketing Officer have five main elements. Information on the job opening describes the duties and responsibilities of the position. A candidate profile outlines the experience, education and other attributes required for the job. Company information provides insight into the working environment and the opportunities for the right candidate. The advertisement also describes the salary range and benefits for the successful candidate. Finally, the advertisement explains the application process, including how and where to apply, closing date. Compare to person specification the job advertisement is nicely and wisely designed way to attract suitable qualified candidates for a job. Whereas he job advertisement also plays a secondary role by helping to position the company as a growing organization staffed by quality people. This helps create awareness and...
Words: 1001 - Pages: 5
...Job Description : Job descriptions are an important part of the recruitment and selection process. It also provides a basis for measurement of job performance. The Job Description and the Person Specification determine the appropriate banding for the job. Person Specification : A person specification is an essential part of the recruitment process and specifies the skills and personal characteristics which are needed to perform the duties identified in the job description. The person specification helps to ensure that the recruitment and selection process is objective and does not become subject to personal bias. * Skills, knowledge and aptitudes; * Experience * Qualifications, education and training * Personal characteristics * Essential and desirable attributes Recruitment Methods : Internal: * Computerized record systems * Job Posting * Employee Referrals External : * Media Advertising * Educational institutions * Recruitment agencies * Executive search consultants Advertising : Good advertising should aim to attract an appropriate number of candidates of suitable calibre at reasonable cost. Advertisements are an opportunity to present a positive image of the Organisation as a good employer. The recruiting manager will be responsible for preparing the advertisement based on the information in the job description and person specification and taking account of relevant legal considerations. The advertisement should...
Words: 276 - Pages: 2
... 1. they will advertise the job role, they can do this in many ways nowadays. 2. They can advertise the vacancy in a newspaper, 3. posters, 4. website, 5. web adverts. As the job role does not require very skilled and qualified people. The recruitment process will be a lot faster. When JD Sport advertise the vacancy they will need to include • the job description and all duties that will be expected, • A job description sets out the purpose of a job, where the job fits into the organisation structure, the main responsibilities of the job and the key tasks to be performed. Describe what job description is Job description is very important part of recruitment process. It always necessary to read careful the outline of the job description; to make sure your meet the requirement of the job you are applying for Sales people are responsible for making sales calls and sales visits to develop and expand their companies market share. The business-development process is the primary responsibility of the sales person. Companies must continue to grow in order to avoid being enveloped by their competitors. New customers and clients open up opportunities for creative and vertical sales. The strategy is to get into a new company with one product or service and this will make the business increase rapidly from there or the start. Person specification Person Specification A person specification is a profile of the ideal candidate for the job. It enables potential candidate...
Words: 564 - Pages: 3
...employment opportunities in Elite Management. I will also include the description of the recruitment documentation used in Elite Management. The position I have chosen to look into is that of the Finance Manager for Elite Management. In order to recruit the right people for the organisation, management needs to pay attention to the various stages of the recruitment process. Here I will discuss the four important documents used in the recruitment process. These are the Job Advert, the Application Form, Job description and the Person Specification. 1. Job vacancy advertisements A job advertisement is an announcement about a job vacancy. The advertisement is part of the recruitment process designed to attract suitable qualified candidates for a job. Traditionally job adverts have been placed on newspapers and other printed media, however nowadays a large number of Job advertisement are placed on internet on job websites as well as on the company’s own internet or intranet websites. Adverts include a summary of the job description, the person’s specification and remuneration for the job. Elite Management will advertise in its website and other job websites. We shall also place the adverts in national and local newspapers. For Elite Management, once a position becomes vacant management must decide whether the position will be filled internal or external. If the position has to be filled internally, the job advert will be posted on the organisation’s intranet site which is...
Words: 1661 - Pages: 7
...Appropriateness for Health Care Job posting can be a method for recruitment strategies and process. Job posting is a strategy of a system in which an organization announces job openings to all employees on a bulletin board, in a company newsletter, or through a phone recording, or computer system(Gomez-Mejia, L., Balkin, D. and Cardy, R. (2010) Internal: A. Promote employees from within an organization to fill upcoming positions. B. This recruitment is another form to create or shuffle temporary teams to fill certain tasks or may be permanent changes. External: A. This recruitment strategy is one which human resources department will systematically search within the company for employee outside to fill positions B. Many companies will use advertisements in newspapers, job search websites, job fairs, and referrals from current employees and college students to fill positions C. Some companies will utilize a temporary employee agency to fill positions that can complete quickly and with less company-specific skill required to complete the desired task. D. Recruits from the outside often completely has new ideas to present in the company Job posting, works extremely well within the healthcare by positing jobs on social network, blogs, internal listing within the departments, bulletin board, or through word of mouth. Healthcare has the ability to update position, track applicants respond to the positions. Today technologies of job posting placed on the internet...
Words: 557 - Pages: 3
...skills to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. Retention Retention is the ability to keep your employees or workers within your company from leaving to avoid any effect on the business progression or its reputation. Example is promoting staffs from lower positions to a higher positions. Job description Job description is a general written statement of a specific job, based on the finding of job analysis. Also summarises the duties of a position and states the essential responsibilities. Person specification Person specification is the description of the qualifications, abilities, knowledge and other attributes which a candidate must have in order to completed the tasks of a portion offered by a company. Activity 2 a) Why is it important that organisations recruit the right people? It is important for organisations to recruit the right people because it helps the organisation to progress and also be able to achieve the results it requires. b) How does each of the documents that you have printed support effective recruitment? The document I have printed support effective recruitment because it helps to recruit the right people by giving them the ideas and information about the job description and person specification needed for the job. c) What will be the impact on a business if it did not recruit the...
Words: 437 - Pages: 2
...Gloucestershire College when they are looking at recruiting for a job. Type of Document | Purpose of Document | Use by Candidate | Use by Employer | Job Description | The purpose is to give information to prospective candidates about what the job actually involves by giving the purpose of the job and the types of responsibilities and duties that will be expected as part of the job. Some key elements almost always included: * Date of issue * Department/Location * Education and Qualifications * Name of compiler and approver * Responsibilities * Responsibility to who * Scope of post * Terms * Title of Job | Candidate will use a Job description to find out information about the job they are actually applying for. The Candidate will also use the job description to see an accurate account of the main duties and responsibilities of the post. It is also a way candidates will use to assess their ability to perform the job and help them to decide if they wish to apply for it. | Job descriptions help organisations better their understanding of the experience and skill base needed to enhance the success of the company. They also help the company see what the role is and may be able to refer back to it if their applicant/employee is not fulfilling their role. | Job Advert | A Job advert is used to give the potential applicant a quick overview of the job and they can also be used to show that there is a job on offer. It can be a small advert in a shop window or one...
Words: 724 - Pages: 3
...A broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. * There are several uses of job description, like • * Preliminary drafts can be used as a basis for productive group discussion, particularly if the process starts at the executive level. * It helps in the development of job specification. * It acts as during the orientation of new employees, to learn duties & responsibilities. It can act as a basic document used in developing performance standards. CONTENTS OF JOB DESCRIPTION: A statement containing items such as • Job title / Job identification / organization position • Location • Job summary • Duties • Machines, tools and equipment • Materials and forms used • Supervision given or received • Working conditions • Hazards Job identification or Organization Position: - This includes the job title, alternative title, department, division and plant and code number of the job. The job title identifies and designates the job properly. The department, division etc., indicate the name of the department where it is situated and the location give the name of the place. Job Summary: - This serves two important purposes. First is it gives...
Words: 498 - Pages: 2
...selected organisation. A job description gives more details to possible workers what type of job they applying for. It gives information the person who is looking for the job. In this situation the candidate would see what the job is about, what responsibilities they would have to have. What sort of qualification they needed. Job description is normally written by the company and it’s seen on the job advert if the company don’t write a job description it would be hard for them to hire the right person for the right job they wish to be done. Job description should always contains t * The job title * Purpose for the job * Place in the organisation * Specific duties for the job * Other responsibilities of the job * Location of the job * Working conditions Every business has different information in what they wish to include in their job description. For example, sales and marketing for a chemical company job role, the candidates are meant to have a degree in-order to meet the company’s aims and objectives. They should be talented and motivated so, candidates that are applying for the job should be inspired to drive forward to become an experienced employee. As this would lead the company to explore and implement new ideas. Person Specification a person specification is the information that might be ideal for the job. It lists what is needed for the job. It allows employees to see if they are suitable for the job and it’s also saves time for...
Words: 542 - Pages: 3
...will describe the uses of each document required when recruiting a new potential employee. The three documents will be job documentation, person specification and application form. Job description A job description is a list that a person will use for general tasks in the job role. It includes the responsibilities, functions and the role of position. When recruiting you will need a job description to inform your potential employee about what the job requires and if it is realistic for them to work in that role. Your job description should include: • Job Title - Potential candidates will have a good idea what they’ll be doing and at what level, misleading job titles are likely to attract applications from people with not enough experience or different skills. • Main duties - This should be written in detail so there is no confusion on what the candidate will be doing. This enables people to decide whether they have the necessary skills to perform successfully. On the right is the duties for an accounts manager at a accounting firm. • Role - You should explain how the role must contribute to your business, for example state if your candidates will be working as part of a team or will they be working independently. You should also state how their role contributes to the business as a whole. For example will your work effort affect others in their job role? Do people have to depend on your work fr their work to be carried out? • Location – Where will the candidate...
Words: 867 - Pages: 4
