Activity 2

You currently work for a global organization that is looking to recruit a generalist HR Officer who could be located in any of the global offices. It is imperative your recruitment methods reflect and attract candidates from the global talent pool. You are asking your candidates to send in video profiles alongside their application forms, detailing their experience and highlighting the skills and attributes they would bring to the role. Once these have been received you will undertake a selection exercise and a preferred candidate will then proceed to a telephone interview.

To start the recruitment drive you will need to;

Design a job description and person specification for your global generalist HR role.

Assessment criterion: 3.1: Develop a job description and person specification for an identified role.

Guidance: For this criterion, you are asked to develop a job description and a person specification for the role.

An example of what should be included: 

The Job title

The name of the organization

The name of the department in which the job is based

The main duties that will be carried out within the role

Key issues, such as salary and terms and conditions

Any other relevant factors, such as career development

The phrase "The job holder will do all tasks within his/her level of skill and ability"

Produce a separate Person Specification, consider a table for structure; it should include:

Qualifications, Experience, Skill, Knowledge and Behaviors.

Consider both Essential and Desirable Criteria.

How each will be assessed; Application, Interview etc.

Remember both documents must be professionally presented and literacy levels should be good.

Assessment criterion: 3.2: Select appropriate recruitment channel(s) and draft material to attract talented individuals for an identified role.

Guidance: 

Identify your chosen recruitment channel and produce a professional brief/advert based on the job   description and the person specification. The brief/advert should be drafted to attract candidates whilst providing basic information, such as:

Logo/Branding or imagery.

Key details such as job title, salary, hours, contract type, location etc.

Background information on the organization.

Key details about the position.

How to apply.

Contact details.

Remember the advertisement must be professionally formatted and present the organization as ‘an employer of choice’.

Assessment criterion: 3.3: Develop selection criteria and shortlist candidate applications for interview for an identified role.

Guidance: 

Produce a shortlisting matrix, using a consistent scoring methodology, to identify the most suitable candidate to interview; it must include:

All essential criteria from the Person Specification.

All 5 provided candidates: Catherine, Dwayne, John, Marcia and Rajinder.

No empty boxes; (score 0 for no evidence).

A written justification for the selection of the best candidate.

Remember you can begin with a template but it should be developed for your needs.