CAT / FIA FBT Syllabus D. Leading And Managing Individuals And Teams - Recruitment and Selection Process & Methods - Notes 2 / 4
Recruitment - Stage 1 in the HR Cycle
The recruitment plan:
It has 5 stages in the HR Cycle
Agree vacancy
A vacancy presents an opportunity to either reassess the requirements of the job or to consider restructuring.
Vacancy can arise due to:
An employee leaving the organisation
Growth in the organisation
A change in the direction of the organisation
Job Analysis
The process of job analysis starts with realising that there is a need or requirement of a job.
It is a detailed study of the tasks that make up the job.
It also forms a basis for the subsequent preparation of job descriptions and person specifications.
Some methods for analysing jobs:
Direct observation
Interview the existing post holder
Previous studies
Questionnaires
Job description
This defines the tasks for the particular job.
If there is an existing job description, it should be checked to make sure that it is up-to-date.
A job description will include things like:
Title of the job
Department and section for the particular job
Brief description of the overall purpose of the role
Physical location of the job
Any special requirements
Person Specification
A person specification defines the attributes of the ideal candidate – it is a blueprint of the qualities required of the jobholder. It includes their characteristics, qualifications, experience and even special requirements.
There are two main theories relating to the content of a person specification:
Seven point plan by Alec Rodgers
Five fold grading system by John Munro Fraser
| 7 Point Plan | Five Fold Grading System |
|---|---|
| Special aptitudes | Flexibility and adjustment |
| Circumstances | Impact on other people |
| Interests | Required qualifications |
| Physical makeup | Motivation |
| Disposition | Innate abilities |
| Attainments | |
| General Intelligence |
Source Candidates
It is important to know where suitable applicants are likely to be found, how to make contact with them and to secure their application.
This step can involve an advertising copy that will include the job description, person specification, key selling points of the organisation, instructions for applicants and deadline.
Some methods include:
Press
Employment agencies
Internet
Executive search consultants
Careers conventions
Recruitment consultants
How to attract candidates?
Reputation of the organisation
Working conditions
Reward package
Job security
Career prospects