Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks including a specific job or function. Job specification is derived from job analysis. Job specifications that employee needs are the knowledge, skills, and abilities an individual need to perform a job satisfactorily. This is including education, experience, work skill requirements, personal abilities, and mental and physical requirements.
Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.
A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).
1.1 Produce a job description using the template below to describe your duties and responsibilities
Once the analysis and job description for a job is complete, the next step would be to identify recruiting method to use in selecting candidates. Since recruiting is the first stage in the hiring process, it is important to attract qualified people who have the skills and experience the job demands. To do this, I will suggest that recruitment be done through job fairs and advertising.
The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.
Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.
Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.
The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.
Using a position description, you will set work goals and prioritise work goals. You will then develop two work plans to achieve two work goals. You are required to keep a journal containing your reflections on and explanation of the process
The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of
Following the planning process, there are two sources that can be used for recruitment purposes as follows:
At Baker & McKenzie I spoke with Kelley Walker about their firms hiring process. Kelley explained that Baker & McKenzie is continuously growing, taking on large cases, and expanding their firms practice areas. She went on to say that because of this— she is always needing to fill positions and hire new employees. The firm will promote from within if it’s appropriate to do so. According to Kelley the firm is always looking to recruit newly graduated law students from the top law firms such as Stanford. She explained that this “head hunting” process is done by actually going to the law school and scouting out talented law school graduates. However, Baker & McKenzie acquires most of its employees through online application, which can be found on their website. According to Kelley the website lists available job openings by the firms numerous locations. The job posting describes the details of the position and the minimum requirements to apply. According to Kelley— Baker & McKenzie gets hundreds of applications a year and the selecting process takes a lot of time. Kelley and other HR specialist personally go through applications and narrow down their applicants by information listed on the resumes. Kelley then has an initial phone interview with the top applicants and invites them in for an interview with an HR specialist and then with a panel of attorneys at the firm. Once an applicant is selected there is a mandatory background check that takes about two weeks.
Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”