Unit 13 P1 Job Analysis
The recruitment documents for the post of a teacher
*Advert-a paid/free announcement in newspapers or magazines, internet, TV or radio, etc. Which main purpose it’s to attract people and get their attention.
The advert should help the organization to find the right people for the post they need. It will also should help the candidates to find their dream/wanted job. Good advertisement is always helpful for finding good candidates.
*Job Description-sets out the purpose of a job, where the job fits into the organization structure, the main duties and responsibilities of the job and the key tasks to be performed.
All employees like to know what is expected of them. Job description can also be a great value to employers. Creating a job description often results in a thought process that helps determine how critical the job is, how this particular job relates to the others and identify the characteristics needed by a new employee filling the role. Using a job description will also help the organization to better understand the experience and sill base needed to enhance the success of the company. Often, there is a misunderstanding of what a position entails and a well-prepared job description cam help both sides share a common …show more content…
understanding.
*Personal Specification- is a recruitment which is useful when writing a job advertisement and defining the qualities you are looking for in a candidate.
Personal Specification enables the employer to profile the ideal person to fill the job. It is important that the skills, experience and knowledge included are absolutely relevant to the need of the job. It can be tempting when creating the ‘’perfect employee’’ specification to inflate these requirements. This then runs the risk that someone may be employed on the basis of false hopes and aspirations. The result of it will be unhappiness for both employer and employee. Another reason not to set unnecessary requirements is to avoid any possibility of discrimination against particular groups of potential candidates.
*Application form- is used worldwide to collect data from potential employees for the purpose of evaluating their qualifications. However, most job seekers are unaware that their applications are used to evaluate other skills, strengths and potential weaknesses. The application form can be completed on paper or online, and typically ask submitters to disclose information about prior employers, credit history, criminal history and professional relationships.
The job application helps the managers decide what people they should give an interview to by paying meticulous attention to the applicant's obvious standard of care when completing the forms. Poor spelling, ineligible penmanship and wrinkled documents are typically viewed as indicators that the applicant lacks the ability to perform well as an employee. If the application form is completed well then the candidate will get a chance for an interview.
*Invitation Letter- serves two purposes one, to invite the candidate to the interview and two, to ensure that the person receiving the letter is going to attend. It should include the day, the time, the place and the documents required for the interview.
The invitation letter helps the organization to invite the candidate/candidates to an interview and let them know the day, the time and the documents which they require for the interview.
By receiving an invitation letter the candidates know that their application forms have been successfully processed and they have the chance to go for an interview. However, the candidates might not be unable to attend the interview at that day/time so they should respond the letter as soon as possible saying whether they are able or not to be on the interview. This will help the interviewer to change the date and do not lose their time. It will also help the candidate not to lose their chance for an interview and possible getting their
job.
*Interview/documents used at the interview- Questions, Evaluation Form
Effective interview
To be effective and useful for the both sites (organization and candidate) one interview requires strategic planning, relevant questions and an objective interviewer. Many interviews fail to gather enough information to address the issues raised in a forensic matter because of inadequate preparation, or because insufficient time is allowed to complete the interview. If an interview is scheduled in advance, as many are, there is a natural tendency to schedule a set time for the initiation and completion. If possible, sufficient time should be allowed to conduct the interview with the time of completion left open. If a set time is established, the person interviewed may be focused on the ending time, thereby inhibiting a flow of information. Interviewers can enhance their credibility by focusing on information that the interviewee should know, as opposed to guessing during the interview and thereby wasting the time of the participants by asking questions that the interviewee could not know. By remaining objective and fair, the interviewers can better gain the confidence of the interviewee. Ideally, the interview should be conducted as soon as the alleged impropriety has been discovered. An effective interviewer should be an active listener, as well as an active observer. Both are learned skills that can be studied and improved with practice. Active listening means not only listening more than talking, but really hearing what is being said and how it is being communicated. Sometimes what is not being said is equally as important as what has been said by the interviewee.
Evaluation sheet- The interview evaluation form includes 3 sections (candidate information section, notes section and scoring section) and is designed to document an interview and minimize the hiring mistakes based on gut feel. The most useful and important section is the scoring.
The scoring system can neutralize biases in interviewers. The weighting is based on a number of factors including the job analysis and job description. By weighting the important criteria and the ratings by the interviewers, a standard numeric score can be created to compare candidates. This impersonal scoring system takes into account a number of biases that may happen during an interview and minimizes the impact of 'gut feelings' because the results are boiled down to a single score.
*Confirmation Letter-usually confirms that the interview was successful and the candidate was chosen for the position.
Confirmation letter is a good method which most of the organizations use to tell the candidate that is chosen for the job. However, due to the new technologies a lot of organizations use phone calls to tell the good news because it is much faster than sending a letter and the candidates prefer it that way.
See examples of all of the recruitment documents bellow.
*Advert-a paid/free announcement in newspapers or magazines, internet, TV or radio, etc. Which main purpose it’s to attract people and get their attention.
The advert should help the organization to find the right people for the post they need. It will also should help the candidates to find their dream/wanted job. Good advertisement is always helpful for finding good candidates.
*Job Description-sets out the purpose of a job, where the job fits into the organization structure, the main duties and responsibilities of the job and the key tasks to be performed.
All employees like to know what is expected of them. Job description can also be a great value to employers. Creating a job description often results in a thought process that helps determine how critical the job is, how this particular job relates to the others and identify the characteristics needed by a new employee filling the role. Using a job description will also help the organization to better understand the experience and sill base needed to enhance the success of the company. Often, there is a misunderstanding of what a position entails and a well-prepared job description cam help both sides share a common …show more content…
understanding.
*Personal Specification- is a recruitment which is useful when writing a job advertisement and defining the qualities you are looking for in a candidate.
Personal Specification enables the employer to profile the ideal person to fill the job. It is important that the skills, experience and knowledge included are absolutely relevant to the need of the job. It can be tempting when creating the ‘’perfect employee’’ specification to inflate these requirements. This then runs the risk that someone may be employed on the basis of false hopes and aspirations. The result of it will be unhappiness for both employer and employee. Another reason not to set unnecessary requirements is to avoid any possibility of discrimination against particular groups of potential candidates.
*Application form- is used worldwide to collect data from potential employees for the purpose of evaluating their qualifications. However, most job seekers are unaware that their applications are used to evaluate other skills, strengths and potential weaknesses. The application form can be completed on paper or online, and typically ask submitters to disclose information about prior employers, credit history, criminal history and professional relationships.
The job application helps the managers decide what people they should give an interview to by paying meticulous attention to the applicant's obvious standard of care when completing the forms. Poor spelling, ineligible penmanship and wrinkled documents are typically viewed as indicators that the applicant lacks the ability to perform well as an employee. If the application form is completed well then the candidate will get a chance for an interview.
*Invitation Letter- serves two purposes one, to invite the candidate to the interview and two, to ensure that the person receiving the letter is going to attend. It should include the day, the time, the place and the documents required for the interview.
The invitation letter helps the organization to invite the candidate/candidates to an interview and let them know the day, the time and the documents which they require for the interview.
By receiving an invitation letter the candidates know that their application forms have been successfully processed and they have the chance to go for an interview. However, the candidates might not be unable to attend the interview at that day/time so they should respond the letter as soon as possible saying whether they are able or not to be on the interview. This will help the interviewer to change the date and do not lose their time. It will also help the candidate not to lose their chance for an interview and possible getting their
job.
*Interview/documents used at the interview- Questions, Evaluation Form
Effective interview
To be effective and useful for the both sites (organization and candidate) one interview requires strategic planning, relevant questions and an objective interviewer. Many interviews fail to gather enough information to address the issues raised in a forensic matter because of inadequate preparation, or because insufficient time is allowed to complete the interview. If an interview is scheduled in advance, as many are, there is a natural tendency to schedule a set time for the initiation and completion. If possible, sufficient time should be allowed to conduct the interview with the time of completion left open. If a set time is established, the person interviewed may be focused on the ending time, thereby inhibiting a flow of information. Interviewers can enhance their credibility by focusing on information that the interviewee should know, as opposed to guessing during the interview and thereby wasting the time of the participants by asking questions that the interviewee could not know. By remaining objective and fair, the interviewers can better gain the confidence of the interviewee. Ideally, the interview should be conducted as soon as the alleged impropriety has been discovered. An effective interviewer should be an active listener, as well as an active observer. Both are learned skills that can be studied and improved with practice. Active listening means not only listening more than talking, but really hearing what is being said and how it is being communicated. Sometimes what is not being said is equally as important as what has been said by the interviewee.
Evaluation sheet- The interview evaluation form includes 3 sections (candidate information section, notes section and scoring section) and is designed to document an interview and minimize the hiring mistakes based on gut feel. The most useful and important section is the scoring.
The scoring system can neutralize biases in interviewers. The weighting is based on a number of factors including the job analysis and job description. By weighting the important criteria and the ratings by the interviewers, a standard numeric score can be created to compare candidates. This impersonal scoring system takes into account a number of biases that may happen during an interview and minimizes the impact of 'gut feelings' because the results are boiled down to a single score.
*Confirmation Letter-usually confirms that the interview was successful and the candidate was chosen for the position.
Confirmation letter is a good method which most of the organizations use to tell the candidate that is chosen for the job. However, due to the new technologies a lot of organizations use phone calls to tell the good news because it is much faster than sending a letter and the candidates prefer it that way.
See examples of all of the recruitment documents bellow.