RECRUITMENT AND SELECTION

ACTIVITY 1
Write your notes under each of the headings:
A. Needs analysis to see what sort of vacancy our
company has

B. Draw up a job description

C. Draw up a person specification

D. Advertise the job

E. Shortlist candidates (from CV, letters of application

and application forms)

F. Interview / test candidates

G. Offer job and write contract

These are the stages in the recruitment process. It is a
series of steps that must follow each other. Create a
diagram to illustrate this

RECRUITMENT AND SELECTION

ACTIVITY 2
Writing a Job Description
A job description spells out clearly what duties, responsibilities, special
requirements and conditions are included in an employees job. A job
description is important for both the employer and the employee. It tells
everyone what is expected of them and also gives the employer a good
basis for a performance appraisal. Begin by writing down the general
duties of the position and then determine what skills and qualifications are
necessary to perform those duties.
Try to break your notes down into headings such as: 1) Job Title, 2)
Effective date of the description, 3)Detailed list of all the duties 4)
Education/Experience, 5) Who that person reports to, 6) Knowledge/Skills
and 6) Physical or special requirements of the position if necessary.
Following is an outline that could be used to write a job
description:

Job Description
Date : ________________________________________________________
Job Title: _____________________________________________________
Statement of the Job: (A brief summary of the job, stating its general
nature)
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
Major Duties: (including responsibilities for quantity and quality of work,
safety of others, equipment, decisions to be made, and schedules to be
met. Most jobs can be described in outline form with three to eight duties.)
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
Minor Duties: (include those duties only performed occasionally)
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
Relationships: (whom does a person in this position supervise?
report to? work with?)
_____________________________________________________________________
_____________________________________________________________________
___________________________________________________________________

Now try writing a job description for a new school

receptionist. What does the job involve?

RECRUITMENT AND SELECTION

ACTIVITY 3
What is a person specification?
A person specification is a profile of the ideal candidate for the job. It lists the criteria
necessary to carry out the job. A well-crafted person specification has several benefits:

filtering out unsuitable candidates at an early stage

it helps employers to identify what qualities are required to do the job

it can be used as a guide when devising job advertisements and

application forms

it provides recruiters with a tool to compare one candidate with another

once you have appointed a new employee, the person specification and
job description can be used as the basis for staff development, appraisals,
or promotion

What should be included in the person

specification?

1. Skills, knowledge and aptitudes; Include any skills, knowledge or

aptitudes that the candidate needs for example, IT or written skills.
2. Experience; You may want candidates to have prior experience of
performing particular skills or tasks.
3. Qualifications, education and training; Required qualifications must be
necessary for satisfactory job performance. In some professions it will
be a legal requirement that the candidate has certain qualifications in
order to practice. In other cases it may be that it would be impossible
to carry out certain tasks without having been trained to do them.
4. Personal characteristics; If you want candidates to demonstrate
particular personal qualities ;For example, the candidate may need
certain personal qualities such as the ability to work in a team, or to
take on a leadership role.
5. Essential and desirable criteria; 'Essential' criteria are those attributes
or qualifications which the candidate must have in order to do the job.
Any candidate who does not meet these requirements can be ruled out
straight away. 'Desirable' criteria are not essential to carry out the job
but a candidate who meets these criteria is likely to perform the job
better. Desirable criteria can help you choose between good
candidates who all meet the essential criteria.

Now prepare a person specification for the job of

School Receptionist. Make sure you include information
in all 5 categories.

RECRUITMENT AND SELECTION

ACTIVITY 4
Job Advertisement
RIVERSIDE DISTRICT COUNCIL JUNIOR TRAINEE ASSISTANTS
(3 vacancies)
Because of expansion in several departments, the Council can offer
opportunities for three keen and enthusiastic school or college leavers to
work as junior assistants in the housing, finance and planning departments.
Applicants should have good GCSE grades or equivalent qualifications and a
keen interest in ICT, preferably with a knowledge of Microsoft Office. Good
keyboard skills are required, as is the ability to communicate clearly and
tactfully both in writing and orally. The successful candidates will be
numerate, adaptable and have the ability to work well as a member of a
team.
Desirable qualities include a calm approach, a keenness to learn, the ability
to work in a methodical manner and a flexible approach to work.
Full training will be given which will include one day on an appropriate
course.
This is an excellent opportunity for school or college leavers with a keen
interest in working for the Council and learning about its operation to develop
their career potential.
Ref No: HDC/L/4908 (to be quoted on all applications)
Telephone our recruitment office for an application form on 01892 393840
Riverside District Council is an equal opportunities employer

1)Look at the job advert above highlight

Elements from the job description
Elements from the person specification
2)Can you create your own version of this job
that will really make people want to apply?
You cant change the words, but you can jazz it
up so it catches the eye. You want as many
people as possible to apply!
3)Discuss in pairs where you think that job
adverts may appear. Come up with as many
alternatives as possible.

RECRUITMENT AND SELECTION

ACTIVITY 5
Applying for the job
People are looking at your job advertisement and
ringing for an application form.
When they send it back to you they will also include a
CV and a letter of application with their form.
A CV is a Curriculum Vitae (means course of life) and
is a list of all that you are; your education, hobbies,
work experience and personal details.

Look at the blank CV on

the shared drive and
have a go at filling it in
with your details.

Look at the Application form on the shared drive as

well.

For the very brainy....

1)What information do you think a CV would tell a

company rather than an application form?
2)Why do companies use application forms?

RECRUITMENT AND SELECTION

ACTIVITY 6
Shortlisting
Have a look at the following job advert, you have had
12 applications but you can interview only 5... which
will you choose?

RECRUITMENT AND SELECTION

ACTIVITY 6 cont..

RECRUITMENT AND SELECTION

ACTIVITY 7
Stages in the Recruitment Process
Mr Allan knows he did the following things when he was hiring a new
technician for his laboratory, but cant remember what order he did
them in. Could you help him put the tasks below into the correct
order so he can draw up a checklist for his colleague who also needs
to recruit a new employee?
Draw up a shortlist of 5 candidates.
Receive letters asking for application forms.
Write and formerly offer the job to the chosen candidate, enclosing details of
when to start work, etc before writing to the unsuccessful candidates.
Receive 50 completed application forms.
Interview each of the 5 candidates.
Send the advertisement to the newspaper.
Write and inform the other shortlisted candidates that they were unsuccessful
on this occasion.
Write the advertisement.
Decide on the most suitable candidate for the job.
Write to the shortlisted candidates inviting them to an interview.
Send out application forms, job descriptions and person specifications.

A wonderful Primary School in Hayes, North West London is seeking an experienced 'school
based receptionist to join their busy administration team asap.
This school is seeking an experienced receptionist with previous school/education based
experience.
Candidates must be able to 'hit the ground running and be able to manage a multitude of
tasks at any one time. Although the role will be office based, candidates will be expected to
move around the school and assist with a number of tasks throughout the day.
This is an Special Educational Needs Primary School and so, it is important that all
applicants have prior experience working in a school office environment and have excellent
communication skills to aid them in a very busy environment.

Essential skills
Excellent Communication skills.
Excellent standard of basic administration skills.
Excellent all round interpersonal skills.
Efficient use of ICT systems and data base systems.
Able to keep accurate up to date records both electronically and hard copies
The role is to commence ASAP on a temporary to permanent basis.
Hours will be based on 30-40 hours per week, and will be in line with the school term times.
If you are interested in this role and feel you satisfy the above requirements, please send
your most recent CV over to Lauren at Reeson Education