Recruitment and Selection

4. Development of Selection Plan

a. Proposed selection plan

| Major KSAO Category | Necessary for selectionY/N | Method of Assessment |

| | | Interview | Test | Resume | Cover Letter |

1. | Up to date knowledge of employment legislation and HR best practice. | | x | | x | |

2. | Job role in General HR which involve HR administration, recruitment/ payroll and industrial relations | | x | | x | |

3, | Effective written and verbal communication and presentation skills in training or career job. | | | x | | |

4. | Personally Effective – excellent organisational skills, ability to prioritise and delegate | | | x | | |

5. | Ability to seek out, manage and influenceopportunities for continuous improvement and change | | x | x | x | |

6. | Ability to ensure that the highest standards of quality and customer care are achieved | | x | x | x | |

7. | Graduate Member of the Chartered Institute of Personnel and Development or relevantequivalent qualification | | | | x | x |

8. | About 3 years’ experience in a generalist or HR role | | | | x | x |

9. | About 3 years’ experience of leading and managing people | | | | x | x |

10. | Experience of project management from concept to sign off. | | | | x | x |

11. | Experience of dealing with difficult and sensitive situations in a diplomaticand professional manner | | | | x | x |

Internal versus External Procedures

| Advantages | Disadvantages |

Internal Recruitment | Cheaper and quicker to recruit | Limits the number of potential applicants |

| People already familiar with the business and how it operates | No new ideas can be introduced from outside |

| Provides opportunities for promotion with in the business – can be motivating | May cause resentment amongst candidates not appointed |

| Business already knows the strengths and weaknesses of candidates | Creates another vacancy which needs to be filled |

External Recruitment | Outside people bring in new ideas |...