Business Admin
The recruitment process
A vacancy presents an opportunity to consider restructuring, or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one. Ask questions such as:
has the function changed? have work patterns, new technology or new products altered the job? are there any changes anticipated which will require different, more flexible skills from the jobholder?
Answers to these questions should help to clarify the actual requirements of the job and how it fits into the rest of the organisation or department. Exit interviews, or consultation with the current job-holder and colleagues may well produce good ideas about useful changes.
Writing a good job description or job specification helps in the process of analysing the needs of the job.
Job description/job specification
This should detail the purpose, tasks and responsibilities of the job. A good job description should include:
main purpose of the job - try to describe this in one sentence main tasks of the job - use active verbs, like 'writing', 'repairing', 'machining', 'calculating', instead of vaguer terms like 'dealing with', 'in charge of' scope of the job - expanding on the main tasks and the importance of the job. Job importance can be indicated by giving information such as the number of people to be supervised, the degree of precision required and the value of any materials and equipment used.
A good job description is useful for all jobs. It can help with induction and training. It provides the basis for drawing up a person specification - a profile of the skills and aptitudes considered essential and desirable in the job-holder. It enables prospective applicants to assess themselves for the job and provides a benchmark for judging achievements.
An example of a job description is given at .
Person specification
Drawing up the person specification allows the organisation to profile the
A vacancy presents an opportunity to consider restructuring, or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one. Ask questions such as:
has the function changed? have work patterns, new technology or new products altered the job? are there any changes anticipated which will require different, more flexible skills from the jobholder?
Answers to these questions should help to clarify the actual requirements of the job and how it fits into the rest of the organisation or department. Exit interviews, or consultation with the current job-holder and colleagues may well produce good ideas about useful changes.
Writing a good job description or job specification helps in the process of analysing the needs of the job.
Job description/job specification
This should detail the purpose, tasks and responsibilities of the job. A good job description should include:
main purpose of the job - try to describe this in one sentence main tasks of the job - use active verbs, like 'writing', 'repairing', 'machining', 'calculating', instead of vaguer terms like 'dealing with', 'in charge of' scope of the job - expanding on the main tasks and the importance of the job. Job importance can be indicated by giving information such as the number of people to be supervised, the degree of precision required and the value of any materials and equipment used.
A good job description is useful for all jobs. It can help with induction and training. It provides the basis for drawing up a person specification - a profile of the skills and aptitudes considered essential and desirable in the job-holder. It enables prospective applicants to assess themselves for the job and provides a benchmark for judging achievements.
An example of a job description is given at .
Person specification
Drawing up the person specification allows the organisation to profile the