Human Resource Management Recruitment outlines a seven step strategy for filling open positions: 1. Establish the need for new staff to replace losses, enter new markets, or due to growth. 2. Draw up a personality profile outlining the character traits needed to embody the organization's values and vision. 3. Write a job specification detailing responsibilities, outcomes, hours, appraisal processes, compensation and benefits. 4. Specify the necessary and desirable skills, qualifications, experience, and personality traits for the role. 5. Advertise the position through appropriate local, trade, or online publications. 6. Shortlist candidates by determining who most suits the position based on criteria

1. Human Resource Management Recruitment

2. Why Recruit? Loss of an existing employee – replacement of lost resources Decision to enter new markets – development of new competences Growth of business – acquisition of additional resources Cover for maternity or long-term sickness – temporary allocation of resources to ensure continuity

3. What are the alternatives? Train up existing staff to develop competences Re-design work schedules so work is re-distributed between existing staff Drop particular product/service lines if they are not of strategic importance Sub-contract or out-source the relevant functions

4. Seven Step Recruitment Strategy Establish need for new staff Draw up personality profile Write job specification Decide upon required and desired characteristics Compose recruitment advertisement Shortlist candidates Interview and select appropriate person

5. Personality Profile - who to recruit “ Recruit for attitude, train for aptitude” Skills and knowledge can be taught, attitude comes from within and is very hard to inculcate. Prospective employees should embody the values and vision of the organization. Starting from the vision or mission statement, pick out important character traits. These inform the personality profile.

6. Job Specification – what is the role Include as a minimum: Responsibilities involved Outcomes sought Hours of work Form and frequency of appraisal Remuneration (inc. bonus schemes and benefits)

7. Personnel Specification Skills or qualifications necessary to perform the role Relevant experience required Personality traits (taken from personality profile previously drawn up) Other important information as necessary Desirable but not necessary qualities

8. Where to advertise This will depend upon the nature of the business: Local press Trade publications National/international media Internet Agencies In-house

9. Shortlisting Shortlisting is the process of selecting those candidates who seem most suitable for the position. Candidates may be either: Interviewed Required to demonstrate some further skill/aptitude Asked to provide further details in support of their application

10. Select for Interview Only those candidates who fulfil the necessary criteria Preferably 2-3 candidates for any single position Use other information given to make selection (skills, personal qualities, experience)

11. Interviewing The aim of a job interview is to allow the candidate to demonstrate their ability to do the job. Interviews are generally the best way of judging whether a candidate will fit into the organization’s culture. Remember: Interviews work both ways!