Exam (elaborations)
Unit 13
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Fully written A+/D* version of unit 13
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D1Job description
Introduction
At the beginning of all recruitment stages all companies need to create a few documents in order to
start the process of advertising a new vacancy. The job description is one of the necessary
documents, on this documentation the details of the position and the company are clearly displayed
to the viewers. Details of the position can include:
Start date
Contract type
Hours of work per week
Salary/rate of pay
Job title
Job requirements
The purpose of this document is to inform the potential candidates of what they will be expected to
do if they wish to be enrolled into the company and the job. This document is used as a summary
tool to break up the job and explain its most vital features. If the applicants do not know the
information about the company or the job itself they may be reluctant to apply as they are unaware
of all the information about the position, which is why it is crucial to clearly present the niceties
about the job so there are no complications for the applicant.
How the job description contributes to the organisation
Adding to the purpose of the job description, another intention it has is to let candidates know of
the place they stand in the hierarchy of the business. A good job description will inform the
individual of who they report to and/or who they oversee. Furthermore, a poorly constructed job
description may attract the wrong candidates that are unqualified for the position, this then effects
the organization as they are wasting time and money on advertising and drawing in the wrong types
of applicants.
Person specification
Introduction
Like the job description this documentation is created at the beginning of the selection process, this
is a job for the employer, where they must detail and list a set of specific conditions that they expect
from the perfect candidate. This can then be utilized by the company to match this criteria to the
applicants in order to source the best. On the person specification there are two lists, desirable and
essential, the essential criteria is completely necessary and without it the business may disregard the
application. Desirable is practically the same as essential, however they are not required conditions,
meaning that the organisation does not need the individual to possess these qualities however, it
would benefit them. The purpose of this document is for the employer to highlight which applicants
are more qualified and fitting for the role, meaning they will perform better for the company than
just someone standard. Therefore, this document is fairly important for the business to outline the
best applicant, this tool is used by many businesses and is extremely effective. It would be foolish for
human resources departments not to invest in creating a person specification as it has a vital
presence in the selection process. Without it the procedure may take a lot longer to find the right
candidate, which could potentially cost more money.
, How the person specification contributes to the organisation
The person specification is an important part of a recruiter’s toolbox, this allows them to
communicate the traits they find desirable in their ideal candidate: such as education, previous work
experience, skills and aptitude. If the company does not get this document right the first time they
potentially could hire an applicant that does not fill all the criteria for the job vacancy, this document
must be administered efficiently but effectively.
Advertisement
Introduction
Another piece of documentation that features at the beginning of all recruitment and selection
stages is the advertisement of the position. The company that has an open vacancy needs to find
methods to broadcast this opportunity otherwise they will not be able to fill its place quickly. Existing
online platforms like reed, indeed and glassdoor have been created for companies to post their job
descriptions onto, this is their way of communicating with the applicants and reaching to find a
replacement. The advertisement of the position is one of the most influential documents in the
process as it is how the applicants view the job description, without the job advertisement the job
does not leave the boundaries of the organisation, hence why it is exceptionally useful. The purpose
of this documentation is to enhance the possibility of the business attracting high quality
applications from individuals. The advertisement should also state the jobs purpose and relationship
to other positions in the company.
How the job advertisement contributes to the organisation
The main intention for a job advert is to get the word out to potential candidates that there is a
position being held and is looking for candidates to fill the role. Advertisements can take many
forms/broadcasted using platforms such as newspapers, billboards and posts using online channels
like LinkedIn and indeed. When the business decides to utilize more channels and methods, the idea
is that the more talented and skilful the potential employees will be, they have access to a larger
reach of people meaning a greater talent pool to source the perfect applicant.
Application form
Introduction
An application form is the document used and filled out by the individual wishing to seek
employment, in order to do this, they need to fill out a form with relevant personal details so they
can be considered for the position. Without the input of personal data, the company will not be able
to continue the selection process with the candidate, it is policy that every company takes the
information of the applicant. For many companies, the application form is a means to test the
individual’s ability to follow instructions literacy and communication skills. A poorly completed
application may be prevented to be developed further and disqualified. The purpose of an
application form is to take down the personal details of the candidate for future reference and to get
to know the person better by reading their covering letter or CV (curriculum vitae), this will
determine whether they are suitable enough to develop onto the next stage of selection.
Subsequently, therefore this documentation is significant and useful, after applications have been
submitted the company must shortlist and so the biggest cuts have to be made in this section.
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