Positive Recruitment and Retention CMIOLP
Featuring the latest management concepts and methodologies, this book explores the changing legal framework in which managers operate and the impact of technology in the work environment.
TABLE OF CONTENTS Positive Recruitment and Retention CMIOLP
Write a Job Description
Once you've decided that there is a vacancy to fill, the next step is to write a job description which sets out clearly the main responsibilities of the post. It's very important that it is clear and describes the job accurately as it:
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communicates to applicants what the job involves
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ensures that everyone involved in the recruitment process is clear about what the job involves
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lays the foundation for getting the right person to do the job.
Before you write a job description it's often useful to:
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analyse the job
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analyse what's happening in the organization.
ANALYSING THE JOB
Many jobs evolve over time and outgrow the role which existed when the jobholder began.
An analysis of a job involves identifying what the current job entails in terms of:
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its purpose
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responsibilities, including approximate percentage of time
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decision-making authority
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quantitative measures relating to the job
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job related knowledge and skills.
Analysis involves standing back and trying to capture all the dimensions of the job before you consider the job description. The existing jobholder can often be a good source of information as they'll have the most knowledge about what the current job involves.
For example (see opposite)
| Job analysis: Corporate Recruitment Assistant | ||
|---|---|---|
| Purpose: To provide recruitment advice and assistance to line managers | ||
| Responsibilities: | Includes: | Time (%) |
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