e effectiveness of the recruitment processes

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Parag Mehta     Unit 2 Task 6     3118

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In this task, I am going to explain the effectiveness of the recruitment processes we went through. I will judge the effectiveness, including strengths and weaknesses of my recruitment and selection process. I will also recommend ways in which my recruitment exercise could be improved.  

The effectiveness of the recruitment documents and possible improvements

 

Job Description

We made a job description so potential applicants can see what job roles they will be expected to carry out. On Wednesday 18th March 2009 we evaluated the job description we created was very effective, as we included a very detailed table which contained key information, which explained to the applicants what exactly the job required. This also provided vital information for our applicants, which saved time as they did not have to ask questions to us, as this information has already been provided to them. It was also effective as we made sure the job description clearly explained the roles of the job, and therefore if potential applicants felt they could not carry out these jobs, they would not apply, this saved us valuable time, as we did not have to look at un-necessary applicants.

The weaknesses of our job description are that, in our first draft, the job description was over 4 pages. This was very time consuming as, we did not summarise the job roles briefly. Also if we had kept the job description as over 4 pages, we realised we would not get many applicants, as few people would read a job description with so many pages. Also due to the specific job roles in the job description, potential applicants will not apply for the job as they might have been fearful by the amount of job roles there are.

We can improve our Job Description by maybe shortening the job roles stated on it. This way more applicants would apply, as they would not fear the amount of jobs they have to carry out, and therefore we will decrease the chance of losing out on the best person for the job.  

Person Speciation

Later on, on the same day we reviewed our person specification. We created this so applicant’s and ourselves know the type of applicant required. We immediately realised our person specification only just focuses on exactly what skills are required for the job and none unnecessary information is added. This therefore, saved us from wasting time, as if we did  accidentally add unnecessary information, it would have took longer to create, and also it would have been much longer, therefore it could have decreased the amount of applicants we received. Our person specification also determines the type of person required for the job, this again saved unnecessary applicants from applying to the job. It was also very well presented and very clear to understand, therefore applicants will not get puzzled by the type of person required for the job, and since it was well presented, it made it look very professional.

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The weaknesses of our person specification are that it took us a very long time to construct, as we did not know the qualifications that are required for an salesperson. Another weakness is that these qualifications listed and other factors may prevent applicants applying for the job, as they may feel intimidated by our person specification.

We can improve our Person Specification in a similar way to what we can with the Job Description, however we can possibly shorten down the skills and abilities required, this will enable potential applicants to apply for the job, as they ...

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