Introduction

In writing the job description and the person specification, the manager of the position will have been consulted.

These documents are then 'signed off’ before the position is approved and recruitment advertising begins. This is a cost control as advertising is a big expense. If there are changes made after advertising has started, not only is the expense of the advertisement repeated, but time is wasted in finding suitable applicants, or in the worst case, an unsuitable applicant is employed.

Sign-off should be by the manager of the role and by the human resources department (the manager or recruitment specialist). It is often company policy that a higher level manager approves recruitment.

Who approves recruitment in your organisation? What paperwork do they complete?

Is there a position requisition form needed?

Is there a position description or competency statement?

Think about your present job. If you’re not currently employed, think of a position you have held in the past. Alternatively, interview someone you know who is working.

How did you know that a vacancy existed? At what point were you aware that the recruitment process had begun and what were the steps in the process?

If you responded to an advertisement, what attracted you to that particular job? What impression did you form about the job and the organisation even before you responded to the advertisement?