Describe the Main Employability, Personal and Communication Skills Required When Applying for a Specific Job Role
The term recruitment means when the employer is looking for employees to work in their company. And the term retention means when the employer wants to hire the employee that has been working in their company for some time.
The recruitment processes:
1. Job analysis
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.
Job Analysis is a process where judgements are made about data collected on a job. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person.
2. Job description
Job descriptions are written statements that describe the: duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and reporting relationship and co-workers of a particular job.
Job descriptions clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.
3. Person specification
The skills that a job candidate must have in order to complete the tasks of a position offered by a company. A person specification can outline the educational requirements, training experience as well as more personal qualifications that a candidate must possess.
The purpose of the Person Specification is to clearly define the evidence that is required of candidates to prove they are able to undertake the role, as described in the Job Description
4. Plans to advertise
An explicit outline of what goal an advertising campaign should achieve, how to accomplish those goals, and how to determine whether or not the campaign was successful in obtaining those goals e.g.; newspaper, Tesco plc website, job centre etc.
5. Applicants short-listed
Application short list is a list of candidates for a job that has been reduced from a
The recruitment processes:
1. Job analysis
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.
Job Analysis is a process where judgements are made about data collected on a job. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person.
2. Job description
Job descriptions are written statements that describe the: duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and reporting relationship and co-workers of a particular job.
Job descriptions clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.
3. Person specification
The skills that a job candidate must have in order to complete the tasks of a position offered by a company. A person specification can outline the educational requirements, training experience as well as more personal qualifications that a candidate must possess.
The purpose of the Person Specification is to clearly define the evidence that is required of candidates to prove they are able to undertake the role, as described in the Job Description
4. Plans to advertise
An explicit outline of what goal an advertising campaign should achieve, how to accomplish those goals, and how to determine whether or not the campaign was successful in obtaining those goals e.g.; newspaper, Tesco plc website, job centre etc.
5. Applicants short-listed
Application short list is a list of candidates for a job that has been reduced from a