Staff Recruitment and Selection

Staff Recruitment and Selection

In this section I will be explaining and discussing the organisations

(Southgate college) procedures for recruiting and selecting staff and

also identifying the

Key factors that have to be considered at every stage of this process.

Procedures

1. Job analysis: is there a need for a vacancy? Either because:

(i) The nature of the job has changed, which could result in

restructuring hence the availability of more jobs.

(ii) A person has left or been promoted, leaving an available space in

their former position

2. If there is a vacancy a job description is complied:

(i) The task of the job

(ii) The behaviour to achieve these tasks

So Southgate College will have to write a job description to show what

the job is (i.e. Admissions Assistant) and what it involves. In the

job description there must be a list of tasks required and what will

be essential to do the job.

3. Person specification

Characteristics and the qualities needed of the person needed for the

job:

(i) Physical make up: what should the jobholder look and sound like,

Gender or ethnicity, generally the law does not allow the employees to

specify.

(ii) Qualifications: education, formal qualifications and experience

(iii) Specific skills

(iv) Hobbies and interests

(v) Personality: temperament

(vi) Personal circumstances

The reason for the person specification is to find out more about the

candidate and what the person is generally like. A person

specification sets out the qualities of an ideal candidate.

4. Job advertisement: based on the applicant's personal profile

Plus: 1. Wages and salaries 5. Holidays

2. Hours of work 6. Address telephone number

3. Perquisites 7. Closing date

4. Duties 8. Method of application: Application

form

Application form and c.v.

Letter of application and c.v.

5. Drawing up a short list for interview:

The short list consists of 4-5 people who best fit the person

specification and the job description. There may be differences in

age, experience, and qualifications.

6. Selection interviews:

(i) Structuring the interview; depends on the nature of the job, size

of the organisation.

As Southgate College is a big organisation, interviews are conducted

by a panel:

Personal officer

Head of departm...

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...sight before actually applying for the job. The information

written in these three documents are very important because in all the

documents the information must be written accurately and also not

misleading for the applicant e.g. the duties involved in the job. The

information must be high quality for the applicant to be able to

understand what is written and also to make sure the person knows what

each document is telling them for example the applicant can not read a

document which tells him a set of duties to do but the other document

says something completely different.

There is two ways of testing the applicant:

1. Informal method- this way of testing is based on an interview were

questions are asked Through this method the employer will be able to

find out what the person has to offer and what kind person he is on

terms of e.g. appearance, attitude, body language.

2. Psychometric tests- this tests the person’s personality it will

show the interviewers what the person is like generally. The questions

must be checked before they can be asked the reason for this is to

remove bad questions and also to remove social, racial or sex bias.