Business – 2.1 HRM – Recruitment and selection | e-Consult
2.1 HRM – Recruitment and selection (1 questions)
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The recruitment process generally follows these stages:
- Identify the vacancy – assess workforce needs and confirm the role to be filled.
- Prepare a job description – a written statement that details the job’s purpose, main duties, reporting lines, working conditions and key performance indicators. It provides a clear picture of what the role entails and is used to inform candidates and internal stakeholders.
- Develop a person specification – outlines the essential and desirable qualifications, skills, experience, personal attributes and competencies required. It acts as a benchmark for short‑listing applicants and ensures selection is based on merit.
- Choose recruitment methods – decide whether to use job adverts, agencies, online portals, etc., based on the role and target labour market.
- Advertise the vacancy – publish the job description and person specification through the selected channels.
- Receive and shortlist applications – compare candidates against the person specification to create a shortlist.
- Selection – conduct interviews, tests, assessment centres and reference checks.
- Offer and appointment – extend a formal job offer, negotiate terms and complete onboarding.
The job description clarifies the role for both the employer and potential applicants, while the person specification sets the criteria against which candidates are evaluated, ensuring a fair and objective selection process.