Recruitment and Selection Process Updated
Recruitment and Selection Process
Stages of recruitment and selection process – In a nut shell:
1. Job analysis: Determining the different aspect of a job through job description and job specification
1.1 Job description: Role within an organisation and lists the main tasks and responsibilities
1.2 Job specification: Highlights the characteristics a candidate needs for a post and the desired qualities
2. Sourcing: Attracting or identifying candidates internally or externally through advertisement (i.e. recruitment agencies, institutions, internet…etc)
3. Screening and selection: Assessing potential candidates, specifically, relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience. Screening can be achieved by evaluating resumes and job applications, interviewing, and job-related or behavioural testing
4. On-boarding/induction: Process of helping new employees become a productive member of an organisation
Definition:
The process of sourcing and screening potential candidates that shares similar values and beliefs aligned with the organisation along with the desired knowledge, skills and experience to competently fulfil the defined job descriptions and specifications (Australian Human Resource Institute n.d, para. 1).
Job Analysis:
A job analysis is a systematic process where information regarding a job vacancy, specifically its duties and responsibilities as well as the knowledge, skills and abilities required, are collected to formulate a job description and job specification tailored to the organisation’s specific needs (HR Council n.d, para. 2)
Job Description:
The objective of a job description, according to HR Council (n.d), is to effectively ‘increase individual and organisational effectiveness’ by aligning the daily duties and responsibilities of an employee with the overall mission, vision and value statement of the organisation
Job Specification:
Job specification, sometimes referred to as employee
Stages of recruitment and selection process – In a nut shell:
1. Job analysis: Determining the different aspect of a job through job description and job specification
1.1 Job description: Role within an organisation and lists the main tasks and responsibilities
1.2 Job specification: Highlights the characteristics a candidate needs for a post and the desired qualities
2. Sourcing: Attracting or identifying candidates internally or externally through advertisement (i.e. recruitment agencies, institutions, internet…etc)
3. Screening and selection: Assessing potential candidates, specifically, relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience. Screening can be achieved by evaluating resumes and job applications, interviewing, and job-related or behavioural testing
4. On-boarding/induction: Process of helping new employees become a productive member of an organisation
Definition:
The process of sourcing and screening potential candidates that shares similar values and beliefs aligned with the organisation along with the desired knowledge, skills and experience to competently fulfil the defined job descriptions and specifications (Australian Human Resource Institute n.d, para. 1).
Job Analysis:
A job analysis is a systematic process where information regarding a job vacancy, specifically its duties and responsibilities as well as the knowledge, skills and abilities required, are collected to formulate a job description and job specification tailored to the organisation’s specific needs (HR Council n.d, para. 2)
Job Description:
The objective of a job description, according to HR Council (n.d), is to effectively ‘increase individual and organisational effectiveness’ by aligning the daily duties and responsibilities of an employee with the overall mission, vision and value statement of the organisation
Job Specification:
Job specification, sometimes referred to as employee