Hr - Recruitment Essay

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Human Resources – Instrument of Assessment 2

Recruitment Process

Stage 1: Job Analysis
The organisation must analyse the vacancy to be filled by identifying the tasks, duties and responsibilities of the position.
Stage 1: Job Analysis
The organisation must analyse the vacancy to be filled by identifying the tasks, duties and responsibilities of the position.

Stage 2: Job Description
This is a written description of what the job entitles. This may include the main duties and any occasional duties. It may also include details of who the job holder is responsible to and whether they are responsible for others.
Stage 2: Job Description
This is a written description of what the job entitles. This may include the main duties and any occasional duties. It may also include details of who the job holder is responsible to and whether they are responsible for others.

Stage 3: Person Specification
This describes the characteristics and skills required for the ideal candidate. It includes essential features which the right candidate must have and desirable features which the right candidate can have. The person specification lists the qualification, skills and personal qualities required for the best contender.
Stage 3: Person Specification
This describes the characteristics and skills required for the ideal candidate. It includes essential features which the right candidate must have and desirable features which the right candidate can have. The person specification lists the qualification, skills and personal qualities required for the best contender.

Stage 4: Advertise the Post Internally or Externally
Internal advertising means the vacancy is promoted through staff newsletters, whereas external advertising means the job is advertised through job centres and local newspapers.
Stage 4: Advertise the Post Internally or Externally
Internal advertising means the vacancy is promoted through staff newsletters, whereas external advertising means the job is advertised through job centres and local newspapers.

Selection Process Stage 5: Application Forms
Application forms may be checked against the person specification to select suitable candidates.
Stage 5: Application Forms
Application forms may be checked against the person specification to select suitable candidates.

Stage 6: Filtering/Shortlisting the applications: This is when the organisation goes through the applications and differentiates between the good and the best applicants.
Stage 6: Filtering/Shortlisting the applications: This is when the organisation goes through the applications and differentiates between the good and the best applicants.

Stage 7: Interview Process
This can happen on a one-to-one basis or in a group. The panel will ask a series of questions and will take notes to which they will compare later to.
Stage 7: Interview Process
This can happen on a one-to-one basis or in a group. The panel will ask a series of questions and will take notes to which they will compare later to.

Stage 8: The job is offered
All successful candidates are informed as well as the unsuccessful applicants.
Stage 8: The job is offered
All successful candidates are informed as well as the unsuccessful applicants.

Q2. Internal recruitment is when the business hires an employee from within the organisation, so existing employees are selected rather than employing someone from outside. The organisation may think they already have skilled workers for that job so therefore does not need someone from outside. The advantage of this is the organisation can save on induction and training costs as the organisation will already know the past record of how that employee works and its abilities. Another advantage of internal recruitment is the
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