Job Description
A job description is a list of tasks to be completed by a potential new employee who would be working for the zoo. The job description would be displayed on the vacancy and also attached to the application form so the person applying for the job knows what they are applying for e.g. your tasks will include repairs to cages, litter picking and general maintenance tasks around the zoo. The Human resources manager would put together the job description and other documents to complete the application package. The job description would vary from job to job as different tasks are required to be completed. Job descriptions change when new vacancies arise, sometimes staff who have been working a number of years would create a job description because they have been doing that particular job so they would be able to describe it but sometimes jobs don’t have job descriptions for example seasonal jobs.
Possible improvements Chester zoo could make to this stage of the recruitment process are to keep job descriptions the same where there isn’t a need to change them. Also, the zoo could work together with employees to write up job description as it would give a more accurate explanation to what the job actually involves. Chester zoo could make former employees give their views about if they thought the job was difficult or relatively easy, whether it took logical thinking or strenuous activity so the job applicants know if they can cope with the responsibility.
Person Specification
A person specification is a list of personal qualities, qualifications and experience that the potential new staff member should have e.g. the applicant should have Math's, English and Science at A-Level or above, the applicant should also have previous zoo keeping experience and should be able to solve problems logically keeping calm under dangerous situations. Currently Human Resources department writes the person specification as they deal with all aspects involving new employees.
Improvements to this stage of the recruitment process are that Chester Zoo could make the person leaving the zoo write the person specification as they would know best what tasks the job involves, how difficult the tasks are to perform and what kind of person could take over their role e.g. would the person have to be patient, kind, strong, not squeamish and qualities like these could be useful but the person leaving the post would know best. Also, the zoo should think about giving the new employee a two week probation period to see if the employee can actually cope with the responsibility and whether the zoo think the employee can hold the position and work effectively and integrate to work with the zoo team.
Application Form
An application form is a list of questions that are in the structure of a form which the potential new employee would have to fully answer. They would have to answer questions like how they would be suitable for the job, what are their hobbies and interests etc. The person filling in the application form would also need to give their full name and address, their date of birth and also their National Insurance number and past career experience as this would be vital to finding out who would be suitable for short listing. With the Application form the applicant would have to attach their curriculum vitae. At present Chester Zoo sends the application forms to the people who replied to the job advertisement through the post and encloses a postage paid for envelope so the applicant can send the application form back. The zoo uses one application form for all jobs advertised.
At this stage of the current recruitment process the improvements that can be made to the recruitment process are that instead of sending out the application forms in the post they could use their website to advertise jobs. This would then save them money as they would not have to pay for the paper, the envelopes and also the postage. The zoo would then also have more money to spend on its conservation projects. The zoo could also make another improvement which is that they could change the application form so they are more detailed and exact making it fit for purpose; this would mean that the recruitment process would be made a lot easier as then only the suitable candidates for the job would be able to fully complete the application form. The zoo could make the applicants attach a personal statement along with the curriculum vitae when the application form is returned, this would give them more of an insight into who the applicant is and what they have achieved and been involved in. This would also state what type of character the employee would be meaning they would be able to find out whether they will fit in with the current team or if they are going to cause a disturbance.
Short Listing
Short listing is when you narrow down the number of applicants to select few to then carry on the recruitment process by interviewing them. The way you down applicants is by sorting the good applications from the bad ones and then choosing the best applications from the good pile and interviewing them, currently the zoo uses a points system to narrow down the candidates for the job. This works by the zoo giving the candidates points for every good quality and qualification and also something which stands out from the rest but this has to be from a good perspective e.g. if one candidate has had previous experience of working in a zoo environment then this would prove beneficial as it could mean they are more prepared and comfortable with the job then other applicants who have not had the experience. Chester zoo could get hundreds of applications when they advertise a job so this is a good system to set apart the best applicants from the less suited applicants.
Improvements that could be made to this section of the recruitment process are that the zoo could hire an external company to take on the work required to get a new employee. This would save the zoo time and effort and would also let them get on with what they do best which is look after and care for the animals. The company who they hire would then take the time and effort to ensure that the candidates they provide to the zoo are well suited to the job, organised and most importantly their findings will be more accurate and efficient then the zoo because they would be provided with a checklist of what every applicant requires and because the company do this specialised job then they would be able to pick out the fine details.
Interview
This is a formal meeting between the candidate and the employer or their representatives. The interviewer would ask a series of questions relating to the job applied for and about the candidate themselves; they may also ask questions relating to the zoo to see whether the candidates have researched the zoo and its history. In an interview the employer gets to know the candidate better and can ask questions specifically relating to the candidate and their application so the if the candidate has lied about anything then they get caught up. The interviewer can also ask the candidate to describe scenarios to them and also ask them how they would deal with a specific situation. This would tell the interviewer if the candidate is really up to the job. For higher paid jobs e.g. senior roles like managers or supervisors there are usually a panel of interviewers as these roles can accommodate more responsibility and decision making. The decision making is more decisive because it has a bigger impact and many outcomes are based on this decision. For junior jobs where the roles are not that high paid such as an operative role there is mainly only one interviewer because the operatives are told exactly what to do and rarely have to make decisions of their own accord. To conduct an interview the zoo has to first contact the applicants who have been successful in the short listing process and arrange for them to come to the interview. The interview may be in the zoo or it could be at an external location. When the candidate for the job arrives then they would ask them questions relevant to the job as I have listed above. When a candidate arrives for an interview they would have to bring with them a form of identity such as a driving license or passport, they may also have to bring evidence to prove where they live such as a recent utility bill.
Improvements the zoo could make to the interview process is that they could interview all the people who have got through to the interview process over the phone first and then they could pick out the people who did better then the others and invite them for a face-to-face interview. Interviewing a candidate is a very crucial part in the recruitment process so it maybe better if the zoo hired an external interviewer who has had lots of experience to make them conduct the interview. The zoo could give the interviewer a checklist of what the role they are recruiting for requires and then the interviewer would give them the best candidate. When you get somebody else to do the interview process for then it works better as then the results you get are accurate and are not of clouded judgment because the interviewer has had a lot of experience and knows exactly what to look for in an interview situation.
Induction and training
An induction is given to a new employee when they first start work. They are shown around the business premises and are introduced to their co-workers. They are also given information on how the business runs and background information e.g. when the company was founded and who is the owner etc. This is called an induction.
