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Recruitment Process - Essay Example

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They are also needed for issuing Job advertisements. It will help the prospective candidate if she/he is provided with these documents, so that she/he can self analyze her/his suitability for the post concerned at the time of application.
Competency Frameworks provide a map or indication of the behaviours that will be needed by an organization from its employees. A candidate will be evaluated while recruitment on the basis of the competency framework of the organization.
In this paper we will try to understand the term 'person specifications and competency framework', how it works in the context of recruitment and the relative strengths and weakness of person specification and competency framework in the recruitment process.
Person Specification is a document that clearly outlines a framework of the skills a person need to possess in order to do the tasks specified on the job description. A job description describes the nature of the job, whereas a Person Specification describes the qualities of the person needed to do that particular job. The criteria that will be used in selecting candidates are listed in the Person Specification. The Person Specification should provide:
It is very much essential that utmost care is taken while preparing a person specification. ...
A set of criteria against which all the candidates shall be objectively measured.
A structured and systematic tool for comparative assessment of all the candidates.
A document, which ensures the basis of decision-making transparent.
It is very much essential that utmost care is taken while preparing a person specification. It has been found that there is always a tendency to inflate the requirements in terms of academic qualifications, work experiences etc. This results in unjustified rejection of deserving candidates. Hence the first fundamental rule to be followed during preparing Person Specification shall be to minimize the standards required by a person to be able to perform the job satisfactorily. Due consideration should be given to the fact that any person will eventually improve performance while performing her/his job. There also should be consideration for the scope of training the candidate may be given.
Several models of Person Specification are in vogue. However the widely followed ones are the ones designed by Alec Rodger in 1952 and Munro Fraser in 1978. The essence of the models can be described as the Person Specification should mainly cover three areas of requirements:
Personal attributes or Qualities
The seven-point plan developed by Rodger is:
Physical Make up : If the job requires any special physical requirement
Attainments : Academic qualification and training
General Intelligence : General intelligent level required for the job.
Special Aptitudes : like verbal, vocal or other abilities related to the job.
Interests : Personal interest
Disposition : Job-related behaviour
Circumstances : Job-related circumstances like response to emergency
The five-point plan developed by Fraser is:
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(Executive Summary: Person Specification and Competency Framework plays an important role in recruitment process in an organisation. This paper defines Person Specification, Competency, the design and development criteria and the comparative Strengths and Weakness)
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