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Unit 13: Recruitment and Selection in Business | Assignment 2 (P3, M1, D1)
- Institution
- Pearson (PEARSON)
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1UNIT 13, ASSIGNMENT 2
RECRUITMENT AND SELECTION IN
BUSINESS:
DOCUMENTATION PURPOSES AND USEFULNESS
BY DAYNA TYE
DAYNA TYE | L3 BTEC BUSINESS | 13 – RECRUITMENT AND SELECTION (DOCUMENTATION
PURPOSES AND USEFULNESS)
, 2
Contents
Introduction........................................................................................................... 3
JOB DESCRIPTION............................................................................................... 3
PERSON SPECIFICATION...................................................................................... 3
COMPARISONS.................................................................................................... 5
Application documents.......................................................................................... 5
LETTER............................................................................................................... 5
APPLICATION FORM............................................................................................. 5
CURRICULUM VITAE (CV)..................................................................................... 6
COMPARISONS.................................................................................................... 6
Usefulness of documentation................................................................................ 7
JOB ADVERT........................................................................................................ 7
JOB DESCRIPTION............................................................................................... 7
PERSON SPECIFICATION...................................................................................... 7
APPLICATION FORM............................................................................................. 7
Bibliography........................................................................................................... 9
BOOKS................................................................................................................ 9
WEBSITES........................................................................................................... 9
OTHER................................................................................................................ 9
DAYNA TYE | L3 BTEC BUSINESS | 13 – RECRUITMENT AND SELECTION (DOCUMENTATION
PURPOSES AND USEFULNESS)
, 3
Introduction
In this assignment, I will be talking about the documentation used for
recruitment. I will be looking into a business (St. Edmund’s Catholic School) and
providing examples of a job description, person specification and application
documents (letter, application form, CV).
JOB DESCRIPTION
A job description is used in order to tell the candidate exactly what they will be
doing within their job, what it involves and the purpose of the given job. It will
include a list of responsibilities and duties that will be expected as part of their
job. Different organisations will include all of their own information, but there are
a set of key elements that are always include, these are:
Element Description
Title of the This is really important as it is used to give a person and idea of
job what the job involves and an indication of the level of
responsibility, for example, Finance Manager
Department A job description will be written for a particular department in an
and location organisation, especially if the organisation if very large
Broad terms This gives a rough idea of what is involved in the post. Many job
vacancies have open-ended terms, meaning that they can change
slightly to take into account the needs of the business or
employee.
Responsible This tells the employee whom they must report to with any
to whom problems or queries
Responsibilit This tells the employee about any people or resources they are
ies responsible for
Scope of This gives them guidance on how far reaching their post is, for
post example, whether or not they have to possibility to supervise
others or can make management changes
Education Some organisations will also include details about the level of
and qualifications and experience that the job requires, for example,
qualification ‘graduate required’. Such information may be included in the
s person specification ]
Name of This is the person who designed and agreed the job
compiler and
approver
Date of issue This is when the description was issued. In the fast-changing
business world, it is important to know when the last changes
were made to the job
PERSON SPECIFICATION
The person specification is a direct contrast to the job description; it provides
information about the type of person that the organisation is looking for to do the
job.
The person specification gives a list of requirements, but these relate to the
person doing the job. It will have an introduction at the start of the person spec
giving details about the job like the job title, post reference number and
management responsibilities. It will then detail attributes (the person
characteristics that someone has, for example, outgoing or conscientious. The
DAYNA TYE | L3 BTEC BUSINESS | 13 – RECRUITMENT AND SELECTION (DOCUMENTATION
PURPOSES AND USEFULNESS)
, 4
attributes that are needed will change depending on the type or experience) that
the organisation wants that person to have, for example, their type of personality
or intelligence level.
- Interests
- Attainments
- General intelligence
- Temperament
- Location in management line
- Special aptitudes
- Hobbies
- Previous experience
- Personality
- Personal circumstances
- Physical characteristics required
- Attainments and qualification
Element Description
Title of the job This is really important as it gives a person an idea of what the
and reference job involves. The reference number makes it easier for the
number organisation to send out details and keep information on file.
Location in A person spec will give clear details about how senior the post
management holder will be. This helps a potential applicant to work out
line whether they are suitable for the job.
Essential and The person specification will list characteristics that a person
desirable needs to be able to perform the role, for example, excellent
characteristics communication skills or the ability to speak an additional
language.
Physical If it is essential for someone to have certain physical
characteristics characteristics for the job, these may be listed, for example,
physically fit, or someone needs to be a certain gender (while
still complying with discrimination legislation), this may be
listed.
Attainments, This information details the education level and qualifications
qualifications that the person should have. Employers will sometimes write
and general ‘must have degree-level education’ or ‘Level 3 educator’,
intelligence
Previous The level of experience needed for the job should be outlined.
experience This must be done in a way that does not discriminate against
older or younger employees, so should not state a number of
years but could say ‘extensive experience’.
Special These are special skills that a person doing the job needs to
aptitudes have, for example, ability to use IT or minimum typing speed.
Temperament Someone applying for this job needs to be able to demonstrate
and a certain type of personality so indicators will be provided to
personality help applicants understand what is required, for example, ‘able
to work under pressure’ or ‘good sense of humour needed’.
Hobbies and Hobbies and interests may be included if these are relevant to
interests the job. This may be included as something desirable in the
person specification, for example, ability to play music.
Personal Without discriminating against any applicants it may be possible
circumstances to include personal circumstances on the person specification,
for example, ‘must be willing to undertake extensive overnight
travel’. This is indicating that such work will be needed and
DAYNA TYE | L3 BTEC BUSINESS | 13 – RECRUITMENT AND SELECTION (DOCUMENTATION
PURPOSES AND USEFULNESS)
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