TABLE OF CONTENTS When you have read this chapter and carried out the activities, you will be able to:
Identify the key aims of the recruitment process.
Write a recruitment policy incorporating equal opportunity procedures.
Plan a recruitment campaign.
Understand the difference between job analysis, job description and person specification.
Design a job advertisement.
In Chapter 1, it was shown that the recruitment remains one of the most crucial activities of human resource (HR) specialists in the organisation with the central purpose of attracting suitable applicants for vacant posts. Increasingly, however, it is also seen as very much a public-relations exercise, giving the opportunity to sell the organisation to the public and to present a desirable public image to successful and unsuccessful candidates alike. A further aim is to ensure that there is compliance with the growing legislation on discrimination set out in Chapter 3. On a more practical note, it has been estimated that the average cost of replacing an employee is close to 4300, rising to 6800 for a manager (CIPD, 2003b) so the bottom line is immediately affected if recruitment is not handled well.
In this chapter the four main stages in the recruitment process will be examined:
Drafting a recruitment policy, as a foundation on which the whole recruitment process will be based.
Determining whether a vacancy exists, or whether the apparent gap can be filled in another way.
Defining the details of the vacancy, including the job description and person specification.
Attracting the...
