A job analysis must include exact information about:
- What the job will involve doing.
- What qualities are required to do the job, qualifications and personal attributes.
Job Description
A job description s designed to outline basic information about the job itself and the role of the employee for that job. A copy of the job description should be sent to all applicants so they know more about what they are doing and also for them to ensure they’re fit for the job before they apply.
Person/ Job Specification
A person specification (also known as a job specification) allows the applicant to form a description of his or herself. This description examines the applicants personal attributes including physical attributes, qualifications, experience, training, special knowledge, personal circumstances, attitudes and practical and intellectual skills. This shows an accurate profile of the type of person the business needs to do the job. This summary provides knowledge relating to the skills needed which are essential to the post or desirable. The person specification also states how they request these skills to be identified.
Person Specification Layout
Recruitment for T- Mobile
T- Mobile use many different methods of recruiting new employees. The different methods are more beneficial to the type of applicant depending on whether its external recruitment, internal, promotion or relocation.
How T- Mobile Recruit
The recruitment team are responsible for both recruiting permanent and temporary/ contract staff. All permanent recruitment whether it be internal or external involves a competency based interview from the relevant Recruitment Advisor. Temporary/ contract staff recruitment is completed interview or telephone interview from the Recruiting Manager.
Once a suitable candidate has been selected, offers are generated through the recruitment team only.
Each vacancy within T- Mobile is displayed through an online recruitment system known as “Peopleclick”. All details are displayed there and both internal and external candidates are allowed to apply using this method.
Who T- Mobile contact for Recruitment Processes
When it is time to recruit a new candidate, the T- Mobile Recruitment Team are responsible for seeing this through. The T- Mobile Recruitment Team are split into three groups and each have their own group of contacts. They are to provide the following:
- Assessment tools to assess potential candidates
- The right time to use assessments, frameworks etc.
Types of Recruitment
Current Vacancies
Using “Peopleclick” a potential applicant can search for job roles that may be most suitable for them and at the same time, submit an application form if they find a job that suits them. The application forms are quite small and you also have to paste you curriculum vitae (CV). This method of application is an excellent way of getting your application in fast and having it noticed immediately.
Internal Applicants
- E-mail CV directly to their Recruitment Advisor ensuring that their current Line Managers name is on it to indicate their approval and awareness of the application.
- Send a paper copy of their CV through the internal post to the Recruitment Advisor.
If an applicant has been working in their current post for less than 8 months their application will not be accepted, unless in exceptional circumstances which will be decided by the correct Recruitment Advisor and the Human Resources Manager.
Relocation
T- Mobile has policies which involve UK and International relocation in order to assist the ease of employees joining the company from other locations.
Recommend a Friend
T- Mobile have a scheme where any of their workers permanent, contract or temporary can successfully recommend a new permanent employee. T- Mobile will give £400 to any worker who has done so. This is a good method for saving T- Mobile a lot of money for advertisements if they can rely on employees to recommend a potential good worker. It is also beneficial for the worker to earn some more money and good experience for any possible recruiting posts that could be available.
Please see attached CV for T- Mobile worker applying for internal vacancy.
Assessments and Evaluations
The following methods are used by T- Mobile to assess potential candidates for job vacancies:
- Personality Questionnaires
Ability Tests
Ability tests are used to assess the ability of candidates in specific areas. They help T- Mobile to decide what level each candidate is at in each area.
When Ability Tests should be used
- Problem solving and decision making.
- If the candidate has little or no experience.
- Filtering applicants if there are a lot.
Personality Questionnaires
Personality questionnaires are used by T- Mobile to give insight to potential behavioural tendencies. This is done by investigating what motivates the applicant and what attitudes they have.
The table below shows the personality tests that T- Mobile use.
Simulations
The idea of this method is to assess a candidate’s ability for a position by simulating a working environment while being assessed on skills, behaviour and attitudes.
The table below shows the types of simulations that T- Mobile carry out. It also shows which level of the recruitment stage each simulation is done at and also what level it is used at from trainee to manager.
2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre 2nd or final stage, often as part of an assessment centre
