Recruitment fact booklet

This was part of my homework for my business class. It was to help us to revise everything we'd done so far and then research the rest. Hope it helps

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1. Job analysis
The job is broken down into
parts in order to identify
exactly what the potential
employee is wanted to do. It
enables the business to
identify the role and the
ideal person.
2. Job description
This allows a person applying
for the job to know exactly
what is involved. Also, it
makes sure that the
company has a very clear
idea of what they expect the
person to do, if they got the job. The job description is a document which describes the job. It
contains the title and place of the job, details of the person the potential recruit reports to and the
tasks and responsibilities involved.
3. Job/Person specification
This document describes the type of person needed for the job. It includes: the title of the
job, the department where they will be working, a description of the tasks involved, qualifications
needed, how experience is required, the knowledge and skills that are expected, personal
attributes or qualities needed (personality)
4. Job Advertisements
Job advertisements form an important part of the recruitment process as it contains the
information needed to encourage people with the appropriate skills and experience to apply. It
must tell the applicants how to apply. It should include: the job title, duties, a description of the
company, the location, salary expectations, qualifications and experience required, the hours they
must work and training opportunities.
5. Application forms, the Curriculum Vitae (CV) and accompanying letter
They are used as a basis for the interview.
Application forms: even out the replies from applicants, making it easier to short-list
Other methods include direct contact such as email
CV: a brief account of an applicant's education, qualifications, experience and interests
6. Interviews and tests
These are used to narrow the number of applicants even more. Interviews are given to only a few
people so as to get a more personal feel for the applicants.

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The best candidate is appointed depending on how good their references are and if they fit the
medical and legal requirements. If an applicant has been arrested this can reduce their chances of
getting the job.
The interviewers must be careful to not be bias
e.g. for a popular but weak internal candidate over an excellent external one
8.…read more

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Short listing is where the HR department of a business narrow down the number of
applicants they have received. Applications come in the form of CVs and accompanying
letters, the company is then in a position to begin the selection process.…read more

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A job offer is simply an invitation for a potential employee to become and employee in an
organisation. The job offer will contain the details of the employment offer. The offer may
be made initially as a verbal invitation but most employers will then follow up and extend a
job offer letter or an employment contract.…read more



Attractive notes that go through the recruitment process in some detail. Could be adapted by students for more interactive use.

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