1. Recruitment and selection

2. The recruitment process
Recruitment and selection is an important part of Human Resource Management (HRM)
It is a process that consists of five stages:
Job analysis
Job description and specification
Receive applications
Selection
Induction

3. Job analysis

4. Job analysis
A job analysis is a detailed examination of the tasks that make up a particular role
It should consider:
The duties involved in the job
Any responsibilities associated with the job
The skills, characteristics and aptitudes required
The environment within which the job is done

5. Job description & specification

6. Job description
A job description is a written document that provides detailed information about a particular job role
It will contain information about:
The title and purpose of the job
Specific duties of the job
Other responsibilities of the job
Who line-manages the person doing the job
The pay grade of the job
Where the job is based
The hours of work and other working conditions

7. Job specification
A job specification (sometimes called person specification) is a written document that describes the ideal person for a particular job role
It will contain information about:
The qualifications the job requires
What previous experience the job requires
Any specialised skills that may be required
The transferable skills that may be required
Any personal attributes or characteristics required

8. Receiving applications

9. Attracting applicants
In order to receive applications, a business must make people aware that a vacancy exists by advertising it
Depending on the nature of the vacancy, the advert may appear in a number of places, including:
Internal Advert
External Advert
Intranet pages (internal website)
Schools, Colleges and/or Universities
Recruitment Agencies
Newsletters/Updates
Newspapers (Local and/or National)
Notice Boards
Internet
Trade Journals
Job Centres

10. Attracting applicants
Applicants will usually be expected to respond to a job advert by completing and submitting a combination of the following:
Application Form
Curriculum Vitæ (CV)
Letter of application

11. Selection

12. Attracting applicants
Once applications have been received the business will want to select the best person for the job
To do this the business will use the documents they have received to produce a short-list of the best applicants
The short-listed applicants will usually be invited into the business for an interview
Some businesses also use tools such as aptitude tests to see if an applicant is suitable

13. Induction

14. Induction
Once a person has been appointed to a job they will usually receive induction training when they begin
This is important for a number of reasons:
It will help the new employee settle in and ensure they know what is expected of them
It will help to reduce errors, and therefore reduce any costs the business might incur as a result of mistakes.