RECRUITMENT & SELECTION PROCESS
RECRUITMENT – Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
Vacancy is known in two situations (generally):
? An employee leaves and there is a vacancy created
? Business Growth
The vacancy is intimated to the HR department by the concerned technical department.
Ensure that judgement of abilities, experience and qualifications is made against the requirements of the position in question.
1) Defining the Requirement - Decide what vacancy you have. If you need to fill a new role quickly you might find it helpful to adapt one of the models provided here:
• Task analysis - Draw up a detailed list of tasks that the person will have to do.
This helps in determining the qualities and qualifications genuinely required for the job.
• Job description - Produce an outline of the broad responsibilities (rather than
detailed tasks) involved in the job.
• Person specification - Decide what skills, experience, qualifications and attributes
someone will need to do the job as defined in the task analysis and job description.
2) Selection - Select your candidate being objective and unbiased. Choose the person who best fits your person specification.
• Short listing: Review applications on the basis of the person specification. Ensure
that you select for interview those who match the specifications, regardless of age, sex, race etc, and that the specifications are not themselves discriminatory.
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