When looking for a potential applicant needed for a job a workplace these are the step taken. In order starting with the first thing that would be done and the last thing done. 1. Recognise the need for a vacancy to be filled 2. Draw up a “Job Description” 3. Draw up a “Personal Specification” 4. Advertise the Vacancy 5. Accepting Applications 6. Short listing 7. Interviewing 8. Choosing best candidate 9. Carrying out Induction. Recognise the need for a vacancy to be filled The reason behind a vacancy needs to be filled might be due to one of the following reasons.
1. Someone has retired. 2. Someone has been fired or voluntarily left the job. 3. Someone is on maternity leave which is twelve months and paternity leave which is two weeks only. 4. The company/business/firm is expanding 5. There is a need for people with different skills such as web designers. 6. Someone has been promoted therefore another person will be needed to fill the vacancy. 7. Start-up of the business is another usual reason behind needing new people for the job. 8. Finally if someone is ill and need another person for cover. Job Description
A job analysis can be used to create a job description. The job description will describe how a particular employee is to fit into the organisation. A job description could be used as a job indictor for applicants. Alternatively it could also be used as a guideline for an employee to his or her role and responsibilities within in the organisation. Job descriptions can be used by organisations to provide information for use in drafting a situation vacant advertisement and for briefing interviews. The function for a job description can be very simple.
It’s when the businesses human resources department will need to draw up a list of tasks that the job will involve and the responsibilities of the person appointed. This is good for a business to draw a list up of their specific job description as this gives not only employers but also employees an idea of what they’re looking for. So therefore the business will most likely attract workers that they appointed for. Here are list of things that are included in the job description. Legal Status refers to where the person stands in society as this affects them legally.
Things like Single, Married, Living with parents, etc are classed are legal statues. The components of person specification mentioned above are normally split up into two different sections. There is essential and desirable. Essential are the specific list which a candidate must have in order to achieve the job. In reality there will not normally be that perfect person who will tick all the essential criteria but will be a mixture of both essential and desirable. Therefore there is always a desirable criteria made up so that judgements can be made whether who gets the job.
Advertising the Vacancy This is an important part of the recruitment process as the advertising for a job needs to be in the right places and of a good quality to attract the suitable candidates. Location of adverts for a job is vital. You wouldn’t expect an advert for a job as a paper boy on TV; it would usually be in the window of the local newsagent. The same applies for jobs larger businesses. You would expect to find science related jobs in science magazines and on science websites but not in the local newsagent.
This is an easy part of advertising and if it is done incorrectly then you may receive unwanted applications. Another issue when it comes to advertising is how you advertise. You need your advert to stand out from the rest and still look professional. A balance of these will hopefully maximise relevant applications. A modern way of advertising is on a business’s website. Most businesses websites will have a link leading to a page about either careers or job opportunities within the business. This is a common way to advertise and effective as the internet is increasing in popularity every day.
You will also need to decide how much you want to spend on advertising for the job. This can be helped by the decision before, as you may need to spend more on the advert if you would like it to be more professional. This is a tough decision and is mostly dependant on the job being advertised for. All of the advertising issues will depend on what the job is to find the correct answer. Another way to advertise is to use an outside headhunting agency. This will increase your chances of hiring a more reliable candidate for the job and one that is more likely to make the business more money.
After advertising you can then move onto handing out application forms to those who respond to the advert. Applying for the Vacancy If a candidate is interested in applying for the vacancy after looking at the advertisement than there are three ways in which he could apply for the vacancy. Application form, CV’s and letter are the three ways of applying. Application Form Firstly there is a application form. This is an important part of the recruitment process as it is a first impression of each candidate and who they are.
Each application form should be the same for each candidate to make it easier to compare each candidate to one another. By making each candidate complete the same document the information needed by the employer is easier to find than if you were to compare every candidates CV. In the application form the employer will ask about each candidate’s personal information such as name, address and possibly date of birth. More than likely the application form will not ask for religion or ethnicity so that there is no way that the business can discriminate based on race later on in the recruitment process.
This section would be covered by the equal opportunity form which is not used for the selection process but for statistical uses. They will then go on to ask about the education of the applicant to see whether they meet the requirements set in the person specification and to help distinguish the better candidates from the worse. Another part of the application form will require the candidate to state their employment history. This shows the employer what past experience they have and why they left their job. This can say a lot about people if they got fired and why that happened.
Some businesses may only ask candidates for a copy of their CV. This may be because they believe that all they need to know about the candidate will be in their CV. Another reason may be that an application form with extra questions will be unnecessary for the recruitment process. After comparing the application forms it is then time to move on to making a short-list of the best candidates. CV Secondly there are curriculum vitae’s or CV. It is produced by the candidate. It basically is an outline of your educational and professional/work/experience history.
It gets your personal details over to a employer in the best possible way. There is no specific method which states how a CV should be constructed or written. But a good CV will have a good amount of scope which make your character and your personality stand out. No necessary details that should be included, but generally the following things will be incorporated into a CV: CV’s are normally around two sides of A4 paper. They should be clearly laid out so it is not too cramped neither massive spaces, and also made sure of that never printed back to back.
CV is an overview of your life to present so try to list every recognised activity you have taken part in. Vocational activities are most appealing to employers. Always have a positive start and strong point for each section. E. g. when listing your qualification start with the highest qualification so A’ Levels, GCSE’s, etc. As mentioned before be honest and accurate as even if lie on your CV and you get the job and not able to perform what you have stated in your CV than there is a chance you could be fired or in extreme situations prosecuted.