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Recruitment and Selection

It is important to a company that it appoints the right people to do the job. Recruitment takes place in three stages:

(1)		Definition: the requirements of the organization are defined.
(2)		Recruitment: the position is advertised and applicants are attracted to fill it.
(3)		Selection: a candidate is chosen from the applicants.

Defining

In order to define the capabilities of the position, it is important to start with a job analysis. Some features of a job analysis include: (1) the overall purpose of the job; (2) the tasks that the place holder has to fulfill; (3) to whom the place holder will be accountable; (4) how performance will be assessed; (5) what competences, that is, skills and knowledge, the place holder requires; (6) what responsibilities the place holder will have; (7) where the place holder will fit into the organization as a whole; (8) what will motivate the place holder; (9) what training the place holder will need.

Once the job analysis is complete, this leads to a job description. A job description is a document that makes a statement of the purpose, duties and responsibilities of the job, and may include the following: (1) job title; (2) the purpose of the job; (3) a statement of to whom the postholder is responsible; (4) what the postholder's authority is; (5) what resources the postholder may have access to; (6) targets for the postholder, means by which the performance of the postholder will be assessed; (7) any other special circumstances that are related to the job.

Job descriptions provide useful information for the recruitment of candidates to the vacant post. Thereafter, they may provide the basis for evaluation and appraisal of the postholder's performance.

However, job descriptions can also become over-rigid. If the demands of the job are constantly changing, then the job description can prevent innovation and change. It can impose a need to renegotiate a contract.

The organization that is recruiting may also decide that it wishes to draw up a person specification. A person specification is a description of the “ideal” person to fit the post and join the organization. Various characteristics may be identified, such as knowledge, intelligences, skills, experience, qualifications, age, physical characteristics and personality.

Many organisations base their person specifications either on the Rodger's Seven Point plan of Munro-Fraser`s Five Fold grading system. (See below)

Rodger`s Seven Point Plan

(1)		Physical make up — health, physique, appearance, bearing, speech, manner
(2)		Attainments — education, qualifications, experience
(3)		General intelligence
(4)		Special aptitudes — mechanical, manual dexterity, facility in the use of words and numbers
(5)		Interests — intellectual, practical, physical, artistic, social.
(6)		Disposition- acceptability, influence over others, steadiness, dependability, self-reliance.
(7)		Circumstances — domestic, family.

Munro-Fraser`s Five Fold grading system

(1)		Impact on others — physical make-up, appearance, bearing, speech, manner.
(2)		Acquired qualifications — education, training, work experience.
(3)		Innate abilities — natural quickness of comprehension, aptitude for learning.
(4)		Motivation — the kind of goals set by the individual, consistency, determination.
(5)		Adjustment — emotional stability, ability to withstand stress, ability to get on with people.