Recruitment Documentation
There are many different documents used in the recruitment and selection process, such as
the job advert, which is used to announce and advertise a new job. The job description and
person specification shows what the job involves and what is required from the candidate.
The application form and CV is for the candidate to show their skills and experience and
lastly the scoresheet and interviewer questions, which are used in an interview to find out
more about the candidate. All these documents are used to find the right candidate fit for
the job role.
Job Description
The job descriptions assists in the management as it helps to see if there is any training and
development required for the potential employees by matching up the duties and
responsibilities to the applicants’ previous roles that they have carried out. This allows the
recruitment team at Next to make sure that they provide this training so that the employee
can perform their job role properly. It saves time for the employers at Next to describe the
duties and responsibilities to the candidates in detail, as the job descriptions show what is
expected from the potential worker.
The job description assists the conducting of the interviews as it saves time for the
interviews because it keeps the number of applicants’ low, as only the people who are
suitable will apply, because the job description states what Is involved, so the people that
think they I’ll be able to perform the job role will apply. “An effective job description will
provide enough detail for candidates to determine if they're qualified for the position.” By
not interviewing too many people, the time of each interview can be longer so that
interviewer can find out more about the interviewee, that way the recruitment team at Next
will have more information when choosing the candidates, the decision will be more
accurate. The job description will allow the interviewee to ask the right questions. For
example if the job description includes with customers, then the interviewer can ask the
candidate if they have worked with customers before and if they are confident.
The job description assists the selection decision at Next as it helps to reduce the number of
applicants, and also reduces to a number of suitable applicants so it helps save time for the
recruitment team when making a selection decision. The selection decision would also be
more accurate, as the candidate that is chosen would be able to perform the job role, will
be more preferred and will know what to expect, as the job description lists everything that
is involved. When making a selection decision, the employer at Next would be able to
match each candidate’s information that they have found out in the interview, to the
information on the job description, and see if they are fit for the job. For example, if the job
role requires being confident as it involves working with customers, and if the interviewee
shows confidence in the interview, then they can be considered fit for the job role.
There are many different documents used in the recruitment and selection process, such as
the job advert, which is used to announce and advertise a new job. The job description and
person specification shows what the job involves and what is required from the candidate.
The application form and CV is for the candidate to show their skills and experience and
lastly the scoresheet and interviewer questions, which are used in an interview to find out
more about the candidate. All these documents are used to find the right candidate fit for
the job role.
Job Description
The job descriptions assists in the management as it helps to see if there is any training and
development required for the potential employees by matching up the duties and
responsibilities to the applicants’ previous roles that they have carried out. This allows the
recruitment team at Next to make sure that they provide this training so that the employee
can perform their job role properly. It saves time for the employers at Next to describe the
duties and responsibilities to the candidates in detail, as the job descriptions show what is
expected from the potential worker.
The job description assists the conducting of the interviews as it saves time for the
interviews because it keeps the number of applicants’ low, as only the people who are
suitable will apply, because the job description states what Is involved, so the people that
think they I’ll be able to perform the job role will apply. “An effective job description will
provide enough detail for candidates to determine if they're qualified for the position.” By
not interviewing too many people, the time of each interview can be longer so that
interviewer can find out more about the interviewee, that way the recruitment team at Next
will have more information when choosing the candidates, the decision will be more
accurate. The job description will allow the interviewee to ask the right questions. For
example if the job description includes with customers, then the interviewer can ask the
candidate if they have worked with customers before and if they are confident.
The job description assists the selection decision at Next as it helps to reduce the number of
applicants, and also reduces to a number of suitable applicants so it helps save time for the
recruitment team when making a selection decision. The selection decision would also be
more accurate, as the candidate that is chosen would be able to perform the job role, will
be more preferred and will know what to expect, as the job description lists everything that
is involved. When making a selection decision, the employer at Next would be able to
match each candidate’s information that they have found out in the interview, to the
information on the job description, and see if they are fit for the job. For example, if the job
role requires being confident as it involves working with customers, and if the interviewee
shows confidence in the interview, then they can be considered fit for the job role.
