In most cases it is best to combine the different methods to jet the best job description because one on its own might be biased or not have a clear understanding of what the employee has to do in the job. Drafting a job description From all the information collected, by whichever method is chosen, it will then be necessary to draw up the document itself. Most people applying for jobs will get a job description along with the application form and a parson specification. The main features of a job description are: The job title the location of the job
A brief outline of the job The main purpose of the job A detailed list of all the tasks that will be required to do in the job The standards that the job holder will have to achieve Pay and other benefits Promotion prospects The person whom the job holder reports The person(s) who report(s) to the job holder In summary a job description has a number of roles, not least of which is to turn enquires from capable people into real job applications. Therefore, presentation of the job description is very important. Things to consider when creating a person specification.
A person specification will be drawn up after the job description has been prepared. It identifies the kind of person who is needed to carry out that particular job, and will be invaluable in the recruitment process. The difference between a job description and a person specification is that a person specification sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. The best-known method of drawing up a person specification is called the 'seven point plan' originally devised by Alec Rodger.
This is based the person specification upon seven separate groups of characteristics. Physique, health and appearance – this includes grooming, looks, dress sense, voice, hearing and eyesight as well as general health matters. Attainments – this includes educational qualifications such as GCSEs and GNVQs, A levels and degrees and vocational qualifications such as NVQs and job experience. General intelligence – this estimates by IQ tests and by assessment of general reasoning ability. Special aptitudes – what special skills does a person have?
These include skills with words, with numbers, with musical instruments, with artistic technique and with mechanical equipment. Interests – they intellectual or practical or social or a mixture of them all. Disposition – this is an assessment of the person acceptability by other people, leadership qualities. The persons emotional stability and self reliance Circumstances – factors such as age, weather single or married, weather mobile or not. The Rodgers normally require managers to distinguish between essential and desirable qualities under each of the seven headings.
For example, five GCSEs at grade C or above might be essential attainment for a particular job, whereas two A levels might be desirable but not essential. Things to consider when advertising the job Before advertising the job the employer must know exactly what is wanted from the job being advertised. To ensure this, employer must look carefully at the person specification, what type of person is required, and the job specification, what the person will be required to do in the job before writing the advertisement.
When drafting the advertisement the key points to consider are:Placing the advertisement- where and when the advertisement is placed? This will depend on the type of the job being advertised, how many vacancies there are to be filled, the budget available and how long the vacancies need filling. For example the government advertises on the television to encourage recruits into the armed forces and into nursing. A factory with a sudden order may need extra people, so an advert in the local paper will be essential (and usually two or three consecutive evenings),.
If a business needs a chief accountant or a personal manager, an engineer or a solicitor, then the best place is a specialist magazine for that particular profession. Certain newspaper, notably 'The Guardian' fun specialized job supplements on particular days of the week. The recruitment and selection process is as follows. Firstly a vacancy occurs, the employee left. The reason for that could be many things. Some examples could be dismissal, died, promotion or retired. Then the company has to gain authority to recruit, which involves human resources management and the budget.
This shouldn't be a problem thought because not much financial difference will occur. Then the company will have to consider if it is a new job and if it is then the company will have to draw up a job description and specification. If it is not a new job then the company will review the existing job description and specification. The next step is to agree on methods for selecting applicants, they should be considering to hire the right person and any unsuccessful applicants should be left with a good image of the business. This is because the businesses reputation has to be at its best at all times.
The applicants should show their skills, qualifications, hobbies and other information about them selves. They should feel that they have been fairly treated. The recruiter should have a structured interview for the applicants. The company should also make clear how they want the applicants to apply for the job to void any confusion and wasting of time. The next step is to advertise the vacancy as widely as possible but it does depend on the job that is available. For example if it is a high rank position on a great salary, then the company might want to advertise nationally.
Because the chances are that they would not be suitable for the job and then it will be a waste of time and money, which is important. Then the shortlist applicants for selection should draw up a shortlist, which should contain the comparing of responses to advert, against job description and specification. Then the next step is to hold the selection and set up an event capture. They should also tell relevant information and conduct interviews. The last step is to review the applicant's information against law requirements and person specification to help make decisions. And then the best candidate will be selected for the job.