Without the right staffing balance, a business cannot expect to be a success. Recruiting suitable staff, as and when they are needed, at remuneration levels that the company can afford, is vital for the continuing prosperity of any type of business.
When recruiting staff, business owners and managers need to pay careful attention to ensuring that they do not fall foul of anti-discrimination laws. For example, employers are forbidden to discriminate against job applicants on any of the following grounds:
Prudent employers record details of their selection and interview procedures for each position advertised, so that they can demonstrate that their actions are transparent and fair.
Most recruitment advertisements are divided into two parts – the job specification and the person specification. Together, they make up the basis for informing job applicants about the kind of employment opportunities that the business is offering.
The job specification should clearly define what the job entails, the tasks to be carried out and the responsibilities associated with the position. Many companies consider it good practice for job specifications to follow a common pattern, to allow ongoing comparison between different roles within the organisation. A job specification should include the job title, what the jobholder will be expected to undertake, who they report to, who reports to them (if anybody) and the location of the post.
The person specification should define the skills, knowledge and experience that the employer considers is necessary for the job. In many cases these requirements will be divided into two sets of attributes – essential and desirable. Structuring a person specification in this way allows potential applicants to weigh up whether they are adequately qualified to apply for the position. It also simplifies the task of the employer when trying to compare candidates with different qualifications, skills and experience.
Successful staff recruitment is the key to the continued wellbeing of any company;
Employers should take care to avoid infringing anti-discrimination laws;
Staff recruitment procedures should be clear and open;
Many job advertisements are divided into two parts – a job specification and a person specification.