Exam (elaborations)
Unit 13
- Institution
- PEARSON (PEARSON)
Fully written A+/D* version of Unit 13
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M1- Compare the purposes of the different documents used in theselection and recruitment process of a given organization
Recruitment process:
Identify the vacancy
Draw up person specification
Draw up the job description
Advertise the vacancy
Documentation Purpose
Identify the vacancy Without the identified vacancy HSBC cannot effectively construct
the person specification, when HSBC understands what position
needs to be filled they can then categorise the required
qualifications, skills, experience and employment history for the
role. If they do not recognize the role they need to supply, they
will then receive more applications from random individuals that
do not fulfil the roles obligations which wastes time and money for
the company.
Person specification HSBC desires to find the perfect candidate to fill the role, on this
document they are required to detail the list of conditions that
they desire in an employee. The personal spec identifies the skills
and abilities required of the job holder. They are usually divided
into essential and desirable criteria and they should be put in the
job advertisement. Person specifications tend to cover skills,
experience, qualifications, aptitudes and knowledge. Then HSBC
must provide a short description of what is essential and
desirable for each section. This is used during the creation of the
job description, applied to inform the applicants what is expected
when working for HSBC, it also helps to outline the complexity of
the job for potential candidates.
Job description These contain the basic information about the job itself and they
are usually updated before jobs are advertised the job description
should include: the job title/summary of the job and the purpose
of the job. The reason HSBC needs to include these details is to
help to categorise and shortlist early on in the recruitment
process, they need individuals with the set attributes to apply not
just anyone. If the worker feels like they do not match the
demands of the role, they will not bother applying. Even when the
candidate has the job, they continue to reflect on the job
description. Reason for this is if HSBC gives the worker a task
that is not mentioned in the job description they have the right to
not comply. This is so extra work is not given out to the wrong
people, employees need to have their responsibilities written
down to ensure there is no complexity.
Advertise the vacancy Advertising the role of a job is vital for getting the candidates to
apply, this is the main communication method and most effective,
efficient and successful between business and the consumer.
These communication channels can be distributed electronically
and offline, examples include newspapers, careers bulletins, TV,
the internet, the radio and shop windows. Websites have been
created and specialised for companies to post job vacancies for
individuals like Indeed, LinkedIn and Glassdoor. HSBC would use
, their own website to publish the open vacancy and other websites
(like ones mentioned) to promote more applications.
Comparison:
Job description and person specification
The job description and the person specification are both very similar in content of the
documentation. The job description has the details of the job and what the role requirements
are, what is expected of the employee when filling the job for HSBC. On the job description
details of skills, qualifications and experience is sometimes listed to help self-selection of the
candidates. The job descriptions purpose is to inform the applicant of the obligations HSBC
demands from the worker when performing for them. In the person specification the
documents purpose is to list the certain attributes HSBC is searching for per job role
available. This aids the individuals applying and HSBC as they use the specification as a
guide when constructing the advertisement for the job description, also the interviewee is
able to determine whether they are a good choice for the vacancy.
Job description and Advertisement of vacancy
These two are both similar, in that they both include details of the job and what is required of
the applicant to please the business. In the advertisement it is kept short and snappy to not
bore the viewers unless the advert is broadcasted on offline methods like newspapers,
bulletins and shop windows. Online methods like the radio and TV keep it short as
programmes are scheduled and other advertisements need to be featured. However, on the
job description no details should be missed out, on websites like Indeed HSBC can include
all information about the position.
Differences
Advertisement of vacancy and job description
The job advertisement and job descriptions are both different and have unique
responsibilities and purposes in the hiring process. Job descriptions detail the duties and
responsibilities for the worker, the roles main tasks and what they should expect to do during
a general day at work. This also mentions how the success of the individual will be
measured and the reward/benefits for that candidate are. The advertisement, however,
highlights why the applicant with the right qualifications, experience and skills should apply
for the position, HSBC are trying to sell the job to the audience to increase the amount of
applications. HSBC do this to improve their sample which raises the chance they find the
perfect candidate for the vacancy. Additionally, they advertise the job to make people aware
there is availability, there is potential that people that hear about open vacancies tell family
and friends which spreads the word. Therefore, they do not need to spend loads of capital
on advertisement of jobs.
Selection process:
Collect application forms and CV’s
Initial screening
Human resources interview
Inform the successful candidate
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