Managing the HR Function sample

The person’s credentials are an explanation of the achievements for the candidate in terms of academic qualifications, the working experience and skills coupled with other qualities necessary to being considered for a particular job. The purpose of the person’s credentials enables the recruiting panel to easily identify the qualifications of a candidate needed for the job at first glance, offers objectivity in recruitment procedure, can be used in formulating the adverts and also outlines the foundation for individual performance appraisals.

The specifications of the person are considered very crucial and form the basic or the underlining principle in carrying out the recruitment process in general. This may include the shortlisting of the potential candidates for the job, the aptitude test and the rest of the interview process. Since the specifications are resultant of the descriptions for the job, they should therefore be used in placing the advert for the job in question (Arthur 122).

The interview questions and the tests to be to be used for selecting the candidates should also be based on the specifications of the person’s qualifications and be planned to bring out the evidence concerning the suitability of the candidates being interviewed for the job. The selection procedure should be very specific to ascertain that the job descriptions are shown in the candidate’s specifications. This also enables the candidate being interviewed to comprehend the kind of qualifications and skills the employer is looking for and needed for the job to be done well. This also helps the interviewing panel to make consistent decisions to remove confusion that may hinder the smooth selection procedure (Arthur 120).

The benefits of having the person’s specifications during the recruitment exercise are enormous and are very objective in justifying the need to combine the job description with the person’s specifications. It enables the HR department to understand the roles of the job and the kind of the candidate required to fill that position. It can also be used as a tool for sketching the adverts for the job and inviting applications. The idea of having the person’s specifications and the job description assists in choosing the right candidates and making sound decisions regarding the kind of people to choose to fill the job vacancies.