Professional & Enterprise

Development
CT105-3-2-PDT
Recruitment Strategy

Level 2

Prepared by: CDV First Prepared on: January 2013

Copyright 2013 Asia Pacific Institute of Information Technology

Learning Outcomes
Identify the key features of graduate job advertisements
Describe the purpose of jobs descriptions and person
specifications
Compare and contrast different approaches to selection and
recruitment

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Prerequisites for this module

Introducing the Careers Element
Recruitment strategies
Job descriptions / Person specifications

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Key Terms you must be able to use

If you have mastered this topic, you should be able to use
the following terms correctly in your assignments and
exams:
Job description
Person Specification

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Career Elements
Having a degree does not guarantee
- An employment
- Or a successful career
So, why have a degree? How about that employment?
Apart from looking at the award from a purely technical
viewpoint, students must also seek to develop and
improve their employability skills. (thus PED module)

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Examples of employability skills

Interpersonal skill
E.g. Team working, managerial, supervisory, leadership
Communication skill
E.g. Verbal, writing, presentational
Professionalism skill
E.g. Ethical, appearance, timeliness, punctuality, client focus
Personal skill
E.g. Analytical, numeracy, critical thinking, problem solving,
independent work, enquiry
and more.
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Recruitment strategies
Step 1: Begins with identifying an unmet need - a task that
needs to be accomplished.
Step 2: Translate the unmet needs into a job description
Step 3: Draw up the person specifications for the position
Step 4: Decide approach for selection/recruitment
Step 5: Advertise Selection of the right advertisement
medium and platform
Step 6: Interview interaction between the decision maker
and the candidate (objective is to find out if the candidate
has the necessary skills, can fit in culturally)

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Recruitment strategies
It is important to hire the right person the first time. Why?
Good planning and strategies are required

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Hire the right person the first time

1.
2.
3.
4.
5.

Cut cost
Save time
Maximize Productivity
Maintain Competitive Edge
Staff Morale

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Step 1: Identification of Unmet

Needs
Identification of needs by the organisation
Could be in terms

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Step 2: Job Description

Imagine expecting an employee to do a
job without telling them. What you
expect?
You need up-to-date, accurate job
descriptions to maximize the effectiveness
and productivity of all your employees.

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Job Description
Translate the unmet need into a job description

The job description says what the person will be doing

This is important as it allows a person to properly
commit and be responsible for a role
Writing job specification also allow a good opportunity to
frame the role according to the organizations needs.

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Job Description (contd)

To write a job description, you must:

Understand the job and what it involves

- Talk with others in the similar position, find out what
their jobs involve
- Talk to the immediate supervisor of this position, and
find out what they are looking for
- Evaluation of employees doing similar job

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Job Description (contd)

To write a job description, you must:

Identify the tasks and responsibilities assigned to

the position:
- Managing other employees
- Making and being responsible for decisions
- Following established guidelines
- Dealing with other departments
- Dealing with customers/public
- Reporting, documenting, provide training
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Job Description (contd)

Job Description should not include:
Details on how the tasks should be carried out
Targets (e.g. must achieve sales target of RM60K)
Why?

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Job Description (contd)

Be clear on tasks that the post holders have ultimate
responsibility should clearly distinguish from those tasks
in which they have involvement but not responsibility
Provide flexibility for future developments of position
add in as the last itemized duty other comparable duties as
may be required by the Head of the Department
Identify principle equipments to be used
Special condition traveling, working weekends

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How to write job description

A job description should specify:
Title: The title of the post
Purpose or aim: A brief description of the purpose of the
job. This can probably be limited to one sentence.
Responsible to (Person): Title of the post(s) to which
the post holder will be immediately and ultimately
responsible to.
Duties:
Start with the elements which take up most of the post
holder's time. It may be helpful to distinguish between
regular, intermittent, and emergency duties, and/or to
assign an approximate percentage of time to each
specific duty.
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Sample of job description

Title:
Sales and Marketing Executive
Reports to:
Sales and Marketing Director, Johor Baharu.
Based at:
Sparkly New Products Sdn Bhd, Technology House,
Kuantan.
Job purpose: To plan and carry out direct marketing and sales
activities of SNP's machinery range to the East Coast major accounts
Key responsibilities and accountabilities:
Maintain and develop a computerised customer and prospect
database.
Plan and carry out direct marketing activities (principally direct
mail) to agreed budgets, sales volumes, values, product mix and
timescales.
Develop ideas and create offers for direct mail and marketing to
major accounts by main market sector and SNP's ABC products.
Respond to and follow up sales enquiries by post, telephone, and
personal visits.
Participate in company road shows

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The NEGATIVE SIDE OF JOB

DESCRIPTION
Employee job descriptions become out dated
as soon as you write them in a fast-paced,
changing, customer-driven work environment.
Poorly-written employee job descriptions can
serve as evidence of wrong-doing or wrongtelling in a wrongful termination lawsuit.
Poorly written job descriptions:
Workplace confusion
Hurt communication
Lowers morale
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Step 3: Person Specifications

The person spec says what employees need, to be
able to do the job (what skills, experience, qualifications,
attitudes, etc)
A profile of the personal skills, qualifications, abilities and
experiences required for the job

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Person Specifications
Suggestions for drawing up a person specification:
From job description , pick out duties, grouping similar
ones together, translate duties into abilities and skills
Identify specific knowledge requirements for the job
Where relevant, indicate qualifications as precise as
possible
Identify experience

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Person Specifications
Decide on the essential and desirable specifications
Person Specifications
Essential
Essential means that this is
the
minimum
criterion
needed to carry, the job
cannot be done without
these criteria. No one
without this criteria should
be
offered
the
job,
regardless
of
other
attributes.
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Desirable
Desirable refers to those
criteria
that
are
not
essential, someone could
do the job without this.

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Person Specifications
Junior Software Developer
Essential
Desirable
Qualifications Diploma in any
Computing related
field

Bachelor Degree in
any Computing
related field

Experience

1 year experience

2 years experience

Skills

Knowledge of C#
or VB.NET

Knowledge of SQL
server or ORACLE

Personality

Can work with

minimum
supervision

Good communication
skill, team player

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Person Specifications
Junior Frontline IT Support
Essential

Desirable

Qualifications

Diploma in any
Bachelor Degree in any
Computing related field Computing related field

Skills

Familiarity with
Windows operating
systems and
networking

Familiarity with other

operating systems

Personality

Willingness to learn,
team player

Ability to thrive in a busy

and challenging
environment

Experience

Fresh graduates are

encouraged to apply

Experienced in helpdesk
support environment

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Step 4: Recruitment Approach

Recruitment agencies
Job Placement at the University
Job Centre
Newspaper/Specialist Magazines
Asking people you know/taking on family members

Discussion Question: Identify other Recruitment

Approaches and discuss the suitability of each approach
to a relevant industry.

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Examples of Recruitment Approaches:

Reputation & Corporate branding:
Shell enjoys a formidable reputation when it comes to
attracting exactly the people it wants.
Corporate brand advertising and media campaigns
Hit the streets to find the 'right' people for Shell,

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Innovate, impress or lose talent to competitors

Stephane Le-Camus, global talent director at Unilever

Strong employer brand - old-school recruitment
practices
Differentiate and adopt more innovative tactics
Attracting early and mid-career recruits. competitive
markets
Leverage the experience and expertise of older

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Innovate, impress or lose talent

to competitors
Ashley Farren, director of recruitment
Unilever Asia
Partnering with the right people to
discover the right talent,
Providing your partners (such as recruiting
agencies) with real insight into your
organisation

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Engagement
South Africa, it runs an 'Introduction to
Business Management Course
150 of the best students are invited to the
two-day event."
Netherlands - and ordinary individuals rely
on the organisation's products as
note
consumers
UK U-Tube
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Roadshow
Nike, Sony
campus roadshows & speak to students.

Citibank
conducts an interview open day,
Pitch Talent CV
Any Drawbacks ?

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Recruitment Strategy Activity

Choose one company that is in operationMalaysia or Worldwide
Do a research on its recruitment strategy
and present it in the next class.
Individual or Group (max 7 in a group)
10-15 Minutes presentation

note
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Question and Answer Session

Q&A
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Next Session
Topic and Structure of next session
Recruitment Strategy:
Advertisement
Job Interview

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