Recruitment. Evaluate the usefulness of the documentation in the interview pack used to facilitate the interview process. In what ways did the documentation contribute to the organisation, management and conduct of the interview and the process of making

The key documents here are the job description and the person specification. The purpose of the job description is to give information to prospective employees about what the job involves. It explains the purpose of the job and the type of responsibilities and duties that will be expected as part of that job. The job description essentially concentrates on providing information about the job. The person specification is a direct contrast; it provides information about the type of person that the organisation is looking for to do the job. The person specification gives a list of requirements, but these relate to the person doing the job. It will have detail attributes that the organisation wants that person to have, for example their type of personality or intelligence level.

The main documents used as part of the application are the invite to interview letter, application form or a curriculum vitae (CV). Our interview group used the CV.

A letter of application should highlight all the positive aspects of the applicant and the skills that they have. Letters are used by the applicants to outline why they are suitable for a job. Applicants should use the job description and person specification when highlighting their particular strengths so that an employer can match them to the job. When writing a CV the applicants write all their details including education and history and including referees. The organisation can see in one go everything about an applicant. CVs only focus on positive aspects of an applicant so it may be difficult to compare candidates. CVs may also have been used to apply for lots of jobs so may not be specific to a particular role. It is important to review CVs regularly or to write them for each individual job. In the interview as the interviewer I had the interview questions and the applicants CV. This documentation contributes to the conduct of the interview because when asking questions I could probe them by referring to the CV.

To arrive at a selection decision, the interviewer will need to integrate all the valuable information they have collected from the documentation, including the interview itself and the interview assessment/checklist sheet. At the end of the interview, the interviewer will have a ranked list. After the interviewers discuss the integrated results, they will be able to decide which candidate is most suitable and is the first choice to fill the position.