6: Summary

This session has looked at specifying the requirements of a job by drawing up a job description and a person specification. We considered how you might indicate the qualities required of individuals in relation to person-organisation fit as well as the more traditional approach of person-job fit. We then considered various methods of attracting candidates and the process of arriving at a shortlist. We have stressed the importance of preparing for the selection process, be it an interview alone or with accompanying tests. The importance of effective interviewing skills was also emphasised.

• Objective recruitment requires preparation and an awareness of the tendency of recruiters to look positively on similarities with themselves and negatively on differences (halo and horns effects).
• The person-job fit approach concentrates on measuring the candidate's attributes in relation to the specific job vacancy.
• The person-organisation fit approach considers how well suited the candidate is to the organisation.
• The key stages of good selection are: the job analysis; the job description; the person specification.
• Applicants can be attracted by a wide range of media, but all advertising requires effective back-up recruitment administration, including the shortlisting and reference processes.
• Job advertisements need to be carefully constructed to attract high-quality applicants.
• Aptitude and personality tests can supplement interviews, sometimes using assessment centres.
• Key features of effective selection interviews include:
  • training of interviewers
  • composition of panel
  • preparation, including details of who will ask which questions
  • timing
  • role of panel chair
  • the candidate doing most of the talking
  • open and behavioural questions
  • organisation fit questions
  • controlling the flow
  • listening skills
  • closure
  • using the person specification to reach final decisions