Human Resource
- Submitted by: enrique216
- Views: 916
- Category: Other
- Date Submitted: 01/01/2011 04:14 PM
- Pages: 14
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1. Personal specification
The person specification plays a vital role in the recruitment process as it allows the organisation to create a profile of the ideal person to fill the job role. It must be written carefully to avoid any kind of discrimination, which could then be perpetuated throughout the whole recruitment process. It is very important that the skills, aptitudes and knowledge included in the specification are related precisely to the needs of the job role; if they are inflated beyond those necessary for effective job performance, the risk is that someone will be employed on the basis of false hopes and aspirations, and both the employer and employee will end up disappointed in each other. Another good reason not to set unnecessary requirements is to avoid any possibility of discrimination against particular groups of potential applicants.
The person specification should state the essential requirements for satisfactory performance in the job. It may also set out desirable qualities, which an ideal candidate might possess, but these should be kept to a minimum. The line manager or someone with direct knowledge of the job should be involved in the process of drawing up the person specification. It should not include subjective or irrelevant criteria. Ideally all criteria should be capable of being measured either through candidates' application forms or CVs, the interview or other selection tests. This becomes difficult when qualities such as motivation, enthusiasm or a pleasant personality are included. It is useful to consider carefully how such criteria relate to the job description, what means would be used to assess candidates against them and what kind of evidence would be acceptable.
A well-written person specification helps:
Maintain objectivity, avoiding bias and discrimination.
Design an effective advertisement.
Prospective applicants to decide whether they have the qualifications, experience and capabilities required to make...
The person specification plays a vital role in the recruitment process as it allows the organisation to create a profile of the ideal person to fill the job role. It must be written carefully to avoid any kind of discrimination, which could then be perpetuated throughout the whole recruitment process. It is very important that the skills, aptitudes and knowledge included in the specification are related precisely to the needs of the job role; if they are inflated beyond those necessary for effective job performance, the risk is that someone will be employed on the basis of false hopes and aspirations, and both the employer and employee will end up disappointed in each other. Another good reason not to set unnecessary requirements is to avoid any possibility of discrimination against particular groups of potential applicants.
The person specification should state the essential requirements for satisfactory performance in the job. It may also set out desirable qualities, which an ideal candidate might possess, but these should be kept to a minimum. The line manager or someone with direct knowledge of the job should be involved in the process of drawing up the person specification. It should not include subjective or irrelevant criteria. Ideally all criteria should be capable of being measured either through candidates' application forms or CVs, the interview or other selection tests. This becomes difficult when qualities such as motivation, enthusiasm or a pleasant personality are included. It is useful to consider carefully how such criteria relate to the job description, what means would be used to assess candidates against them and what kind of evidence would be acceptable.
A well-written person specification helps:
Maintain objectivity, avoiding bias and discrimination.
Design an effective advertisement.
Prospective applicants to decide whether they have the qualifications, experience and capabilities required to make...