RECRUITMENT AND SELECTION

Uses of Job Description and Personnel Specification in the Recruitment and Selection

Uses of Job Description and Personnel Specification in the

Recruitment and Selection

Recruitment and Selection

Recruitment is a set of procedures that tend to attract potentially qualified and capable candidates to fill positions within the organization. It is basically an information system through which the organization provides market reports and human resources employment opportunities are to be filled. Selection is the process selection to find the man who covers the right job, at a cost appropriate also to permit the completion of the employee in the performance of his job and skill development and potential to make it more satisfactory to himself and the community in which it operates to contribute in this way, for the purposes of the organization. (Ward, Grimshaw, 2009, 19)

Importance of recruitment and selection process for the organization

The recruitment and selection process is a series of logical steps through which attract candidates for a post and choose the best people to fill a vacancy. Through recruitment organization can know which of the applicants to present themselves the ones are most likely to be hired to perform effectively the work assigned. This process involves matching the skills, interests, aptitudes and personality of the applicant with the job specifications. When the selection is not done well the HR department is not achieving the objectives identified above, also an unfortunate choice can prevent entry into the organization of a person with great potential or cross the entrance to someone with negative influence that can affect organizational success. (Moody, Motwani, 2008, 326)

The number of steps in the recruitment and selection process varies according to the size of the organization, hierarchical level and the type of position you want filled, the cost of each stage and the effectiveness of it to eliminate candidates do not meet the requirements necessary to perform certain task. (Aquino, 1992:82)

Unless the steps that lie between the beginning and the end of the process are well understood and appropriately carried out by trained personnel, all activity is in danger of being judged, by candidates and executives alike as an unnecessary processing essentially bureaucratic. We can define the job description as written presentation of the nature and content of a particular job within an organization. Mainly explains the objectives, responsibilities, roles and working relationships of the post. (Chyna, 2007, 54)

For its part, the specification of seats, also called profile, entered the minimum requirements for the position is well played. This specification is based on the factors used in the valuation manual jobs

Personnel specification

Personnel Specification gives the main skills and attributes needed to perform that post specified.

When someone apply in an organization, that organization send that person a personnel specification which includes the desirable and essential characteristics that the organization is looking for in their ideal candidate. It is very necessary for you to find evidence that you meet the entire criteria of the organization's personnel specification. For that a person should mention in his CV all ...