Effective Recruitment and Selection
Before you read this article, try your hand at the first activity. Though all of us have our own sets of experiences and opinions, we must not place our organizations in a situation of liability due to our individual biases, as they may not be strategically aligned with the organization's best interests. You must learn to work through personal perceptions and make strategic business decisions when recruiting and selecting human capital.
Person Specification
Activity 2
If you have a job description for your current post, construct a person specification for the job based on a format similar to that in Table 1. Decide what you think should be in the person specification, even if this differs from any actual person specification there may be for your job. Alternatively, or in addition, you could do this for a person who works with or for you. If you do not have a description of your current job, try to work from the main duties and responsibilities you have. (This may convince you that it is easier to work from a fairly thorough job description.) Also, in constructing this person specification, try to indicate some person-organization fit requirements which may be relevant to your own situation.
- Physical attributes
- Mental attributes
- Education and qualifications
- Experience, training, and skills
- Personality
- Special circumstances
When you have completed this task, check what you have written, bearing the following points in mind.
- Have you thought about the qualities needed to cope with the difficult parts of the job?
- Have you considered any particular qualities that would be required to fit the culture of the organization?
- How carefully have you thought through the education/training needed for the work? Remember that qualifications are only one way of knowing what people have to offer. Skills and experience gained in a whole variety of contexts – for example, parenting, voluntary work, leisure interests – can sometimes be just as relevant.
- Have you included any rigid requirements based on age, physical ability or length of paid work experience which may be questionable on equal opportunities grounds and constitute 'indirect discrimination' (specifying a criterion that would effectively debar someone because of their ethnic group, gender, age, disability, etc.)?
- Have you said which qualities and attributes would be essential and which desirable? Remember, if something is 'essential' you should be able to justify it.
- Is the specification credible? Do such people exist? Are they likely to apply for the salary offered? What are the options if the answers to these questions are probably "no"?