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Recruitment and Selection Process Essay

Stages of recruitment and selection process – In a nut shell: 1. Job analysis: Determining the different aspect of a job through job description and job specification 1.1 Job description: Role within an organisation and lists the main tasks and responsibilities 1.2 Job specification: Highlights the characteristics a candidate needs for a post and the desired qualities

2. Sourcing: Attracting or identifying candidates internally or externally through advertisement (i.e. recruitment agencies, institutions, internet…etc)

3. Screening and selection: Assessing potential candidates, specifically, relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience. Screening can be achieved by evaluating resumes and job applications, interviewing, and job-related or behavioural testing

4. On-boarding/induction: Process of helping new employees become a productive member of an organisation


The process of sourcing and screening potential candidates that shares similar values and beliefs aligned with the organisation along with the desired knowledge, skills and experience to competently fulfil the defined job descriptions and specifications (Australian Human Resource Institute n.d, para. 1).

Job Analysis:

A job analysis is a systematic process where information regarding a job vacancy, specifically its duties and responsibilities as well as the knowledge, skills and abilities required, are collected to formulate a job description and job specification tailored to the organisation’s specific needs (HR Council n.d, para. 2)

Job Description:

The objective of a job description, according to HR Council (n.d), is to effectively ‘increase individual and organisational effectiveness’ by aligning the daily duties and responsibilities of an employee with the overall mission, vision and value statement of the organisation

Job Specification:

Job specification, sometimes referred to as employee specification, is a written statement outlining the specific requirements demanded by an organisation including, but not limited to, characteristics, traits and qualifications that a potential candidate must possess to be considered for the position that he or she is applying for (Heathfield n.d; Management Study Guide n.d).


According to Recruiter (n.d), sourcing is a process that ‘encompasses deep organizational talent strategy issues and in general, the practice and need to acquire human talent for any source of business need’. Sourcing can be seen as a tactic or as a strategy. When sourcing is referred to as a tactic, this often means ‘the practice of finding specialized candidates on the internet or through phone work’ (Recruiter n.d, para. 3). In contrast, sourcing as a strategy means ‘a number of different broad hiring initiatives or approaches to particular labour markets’ (Recruiter n.d, para. 5).

Screening and selection:

The process of screening and selection involves assessing and comparing potential candidates against a predetermined selection criteria factoring in their level of education, competencies, experience, skills and abilities and personal characteristics (ZeePedia n.d, p.82) as well as evaluating whether if their values and beliefs are compatible with the organization’s overall mission, vision and values (Mayhew n.d, para. 5).


Induction is a formal process where, according to Department of Human Services (2014), ‘new members of the organisation are welcomed to the organisation and given details about their position’ and introducing the hierarchy and line of communication involving the key people in the workplace (Department of Human Services 2014, para. 10). They are also briefed on their roles, responsibilities and expectations in the daily operations.

Australian Human Resource Institute n.d, RECRUITMENT AND SELECTION, Australian Human Resource Institute, retrieved 4 March 2015,

HR Council n.d, Getting the Right People, HR Council, retrieved 6 March 2015,

HR Council n.d, Getting the Right People, HR Council, retrieved 6 March 2015,

Management Study Guide n.d, Job Description and Job Specification, Management Study Guide, retrieved 7 March 2015,

Heathfield, S n.d, Job Specification, About Money, retrieved 7 March 2015,

Recruiter n.d, Sourcing, Recruiter, retrieved 11 March 2015,

ZeePedia n.d, SELECTION: Initial Screening, Advantages of Successful Screening, ZeePedia, retrieved 8 March 2015,

Mayhew, R n.d, Methods of HR Selection Techniques, Demand Media, retrieved 8 March 2015,

Department of Human Services 2014, Recruitment, selection and induction, Department of Human Services, retrieved 11 March 2015,

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