The recruitment process
Stage 1 - Identify the vacancy
Vacancies can become available in a business when someone leaves, when someone moves job leaving their own role unfilled. These vacancies are for existing roles and are therefore easily identified.
When a business grows or changes there may be more or completely new jobs need to be carried out. It may be less clear what these vacancies are.
Stage 2 - Carry out a job analysis
When a vacancy becomes available in an organisation it is important that the tasks and skills required for the position are identified. This is known as a job analysis.
A job analysis is important as it can be used to identify whether a vacancy needs to be filled or whether the tasks and duties can be redistributed to other staff. It is used to help write the job description and person specification.
Stage 3 - Create a job description
A job description is a document that states the tasks and responsibilities of the job. It contains information on:
- duties
- pay
- location
- hours
- conditions of work
This sets out clearly expectations for whoever applies to fill the vacancy.
Stage 4 - Create a person specification
A person specification is a document that states the skills and qualifications needed to do the job. These skills and qualities can be listed as either essential or desirable. This will provide a series of measures against which the organisation can judge people who might take on the vacancy.
Stage 5 - Advertise the job
A job can be advertised either internally or externally.
| Definition | Method of advertising | |
| Internal recruitment | When you promote or move a person who is already working for the company | Company intranet, noticeboard |
| External recruitment | When you employ a person from outside the organisation | National press, local press, recruitment agencies, job centres, online advertisement |
| Internal recruitment | |
| Definition | When you promote or move a person who is already working for the company |
| Method of advertising | Company intranet, noticeboard |
| External recruitment | |
| Definition | When you employ a person from outside the organisation |
| Method of advertising | National press, local press, recruitment agencies, job centres, online advertisement |
Stage 6 - Send out application forms or request CVs
Application forms are sent out to candidates who wish to apply for the position. Or alternatively a curriculum vitae (CV) will be requested.
Application forms consist of pre-prepared questions set by the organisation. This allows an organisation to easily compare potential candidates. It also ensures the organisations get all the information they require from the candidate.
Curriculum vitae (CVs) are prepared by the candidate and are a summary of the person’s education, qualifications and previous employment history.