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Recruitment of suitable staff is fundamental to organizational success. Too often the
recruitment and provision of staff is treated as a secondary, unimportant activity. It is
important therefore that a formal procedure exists to ensure that recruitment and selection is
successful.
The Recruitment and Selection Plan
This needs to be an organized and systematic process aimed at matching the correct
candidate to the post. It begins with the recognition of a vacancy or vacancies and should be
based upon the requirements detailed in the human resource plan.
The recruitment and selection plan must follow a logical process and requires:
1. A Job Description:
This will specify the job content and the relevance of the vacancy to other posts. It must
include the main duties and responsibilities of the postholder, the major tasks and limits to
authority. It will also detail the job title, location and relationships with others in the
organization.
2. The Personnel (or Person) Specification:
This is often overlooked during the recruitment process, the assumption being that the
job description suffices. The personnel specification identifies personal characteristics (as
opposed to, for example, technical qualifications) such as physical attributes, aptitude,
team approach, aspirations, intelligence, communication skills, personal disposition,
experience and generally ‘fitting in’ to the organization.
3. A Job Advertisement:
Most organizations will place an advertisement in an appropriate newspaper, professional
journal or job centre. It is important to recognize that this advertisement must be targeted
effectively and attractive to a potential employee, should include information about the
vacancy (salary, work details, qualifications) and the organization.
It may be the case that no advertisement is required because recruitment agencies or
‘headhunters’ are used. However, details along the lines of an advertisement would still be
required.
4. Application Form:
These are an effective and efficient way of gathering information about candidates and a
mechanism for comparison. The form has to be designed to be completed in a logical
manner so that the correct information is provided. It must include questions on age,
qualifications and experience. It must also reflect the vacancy and the culture of the
organization. For example, if the vacancy is in the caring professions, then questions
might be asked about social interests and family background. Space should always be
provided for the candidate to write about his or herself and the reasons why he or she is
attracted to the vacancy. The application form allows early sifting of candidates.
5. The Interview:
This follows the sifting of the application forms. It is the most important stage in the
process. It assess the candidate and for the candidate to learn more about the
organization. The interview process must have clear goals. It should aim to find the best
person for the job, allow the candidate to understand what is expected of him or her and
ensure that the candidate feels that he or she has been fairly and equitably treated.
The interview should be structured so that all candidates are put at ease, are asked the
same questions and allowed the same opportunities to ask questions. A scoring system is
sometimes adopted to ensure that some form of rational comparison is undertaken.
6. Selection Testing:
Is a scientific method of assessing a candidate’s ability. These techniques are being widely
used throughout business and industry and may include tests on intelligence, aptitude,
proficiency and personality. They are however expensive to administer and may only be
used for senior appointments.
7. Induction:
Often overlooked, the new employee should undertake a period of formal induction to
familiarize his or herself with other staff, procedures, duties and safety requirements. This
learning will of course continue on an informal basis throughout the individual’s
employment within the organization.
8. Training:
It is often the case that new employees require both formal and informal training. To this
end the employee’s present level of ability and skills are determined and a training
programme developed.
Kavungya answered the question on May 2, 2021 at 19:30
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