Employment Law Review Example

During the recruitment and selection process, it is important for companies to be cognizant on their objective of hiring the right applicant for the company’s indispensable, vacant position. Getting the wrong applicant can be very devastating for a company, in view of the fact that the consequence of the oversight is exceptionally expensive in terms of money and time. This brief essay reflects the general idea of the key stages of the recruitment and selection process which must be indispensably reflected on by companies in order to realize effective recruits in the future.

Structure of Effective Recruiting and Selection Process Making sure that the criteria of suitability are relevant and evident to the work itself is the key to successful recruitment. Effective recruitment and selection process should not be regarding the luck of the draw (Open Learn). Organized planning and preparation will increase the possibility of accepting the fitting applicant. Effective recruitment, therefore, must require preparation, which includes familiarity with the job position as well as what is needed of someone who will aptly perform the job. I. Initial Assessment

To find the right person for the job, the company needs to have an accurate idea of the job itself and of the particular skills and attributes that are necessary for qualification (Open Learn). Job vacancy provides a real opportunity for a company to reflect on the way the task of the vacant position is structured and the skills it needs to secure its future success; the company might wish to consider aspects of person-organization fit to help develop the job. II. Job Analysis Job analysis involves investigating a job analytically and comprehensively (Open Learn). There is no particular approach of carrying out this stage.

For instance, direct observation may be useful if the company is considering repetitive manual positions. In addition, discussion with the current line manager or supervisor as well as current job holder can be a valuable source of information to aid the analysis. III. Job Description Following the company’s analysis of the job, it can note down a job description which will ascertain the responsibilities of the prospective job holder in addition to what the latter are required to perform (Open Learn). The job description generally includes the summary of main activities and responsibilities as well as specific responsibilities.