Recruitment and selection

Placing the right person in the right job is vital for the success of the organization—this is the process of recruitment and selection. Technology is changing traditional hiring pathways.

How it works

The human resources function manages the process. Increasingly, line managers are involved as well because the tools are often accessible via company intranet. Recruitment starts with the
company identifying a vacancy— the need for someone to do a job, and pulling together information about the exact nature of the role. Aspects to consider include the job’s purpose, tasks required, and the outputs or deliverables of the job holder, as well as how the role fits into the organization’s structure. This information forms the basis of a job description and person specification. The search can then begin. The company’s own website, recruitment agencies, commercial job boards, and advertisements in the press are traditional ways of attracting the attention of people outside the organization. Internetbased routes are now common too. Today, application forms are often directly submitted online, triggering automatic responses and sorting of candidate details.

Job description and person specification

Clear written statement of the role, including job title, purpose, duties, responsibilities, scope, and reporting structure, as well as competencies and qualities required. It is used in the recruitment process to provide a clear guide for both applicants and interviewers.

Person specification Summarizes the necessary or desired criteria for candidate selection, including required skills and/or competencies for the role, experience, and educational qualifications.

Internal search Looking at internal resources first creates
opportunities for career development and progression, improving employee engagement and retention.

Personal recommendation Some companies encourage existing employees to introduce friends as candidates.

External search Increasingly, companies and candidates use professional networking sites such as LinkedIn and social media such as Facebook or Twitter. External candidates diversify the workforce but cost more to attract.

Applications The curriculum vitae (CV) or résumé is the essential document, often with a cover letter. Companies may use an application form instead.

Selection After HR has
drawn up a shortlist, candidates are assessed by individual faceto-face interviews, group assesssment, and psychometric testing.

Appointment Companies may ask for references and/or request a medical examination for the chosen candidate. The employment offer is a legally binding contract that sets out the terms and conditions of the job.

NEED TO KNOW

❯ Psychometric tests Often used as an initial screening method, these aim to assess attributes such as intelligence, aptitude, and type of personality, using verbal and non-verbal reasoning tests and behavior questionnaires.