The recruitment processes:
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 longer list of candidates (sometimes via intermediate lists known as "long lists"). The length of short lists varies according to the context. It is also when the employer receives the application form and then sends back a short-list which means that the person who applied for the job may get that job that they wanted.
References are required as it will tell the employer where the employee had previously worked and for how long. This will also allow them to know that the employee has experience. The purpose of providing references is to close the deal. It isn’t to find out if you are telling the truth about your dates of employment, verify if you have the proper skills or even assure the hiring authority he’s making the right decision to hire you 7.Psychometric testing
The psychometric testing involves candidates being tested using computers. They do this test to measure the employee’s knowledge, abilities, attitude and personality. Psychometric Testing often interchanged with the terms occupational testing and psychological testing is increasingly being used by different organisations for a range of quite separate purposes, including recruitment and selection, training and development and counselling-including career counselling 8.Interview
A job interview is when the employee gets to know the manager and this is when they find out weteher there’s a good fit of skills, experience and attitude. It’s an opportunity for the employee to let their employer see the benefits they can bring into role. It will also help the employee see if they would want to work for that company.
Once the employee gets their job the company gives them a starter pack. For instance in Tesco’s if a person gets their job they will get a starter pack which contains all the information that is needed for the employee. The following documents are given: 1.Contract of employment
An agreement between employer and employee that is enforceable...