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Recruitment and selection

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Introduction

Task1 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) ...read more.

Middle

The reasons for this document are: 1. In carrying out appraisals of employees- a manager cannot appraise his/hers employees if he/she does not know what the job involves. 2. When analysing the job for training needs the manager must be able to see what tasks a job involves so that he/she will be able to determine what training may be required 3. For pay determination None of this will be possible to do without good quality and detailed job descriptions. So the quality of the information on Southgate College's job descriptions was written in detail so they will not get the wrong person for the job and also the main points shown above. Person specification A person specification sets out the qualities of an ideal candidate. The method used in the Southgate College person specification is the seven-point plan. This bases the person specification upon separate groups of characteristics. The seven-point plan usually requires managers to distinguish between essential and desirable qualities under each of the seven headings. So Southgate College wrote the person specification in detail so the managers will be able to read and see whether the candidate has got mainly the essential criteria's and also so they can indicate clearly to the applicant what Southgate College requires from the to get the job. ...read more.

Conclusion

Advertisement is used for to show any person who would like to apply for the ob that there is a job available and it will give the person a short insight 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. ...read more.

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