9609 · 2.1.3
Recruitment and selection — FAQ
Frequently asked questions for 9609 Recruitment and selection. Direct answers first, then deeper explanation — then practise with marking.
Is a job description a legally binding document?
No, a job description is not typically a legally binding contract in itself. It is a descriptive document outlining the main duties of a role. The legally binding terms are contained within the contract of employment. However, the job description can be referred to in legal disputes, so it must be accurate and not misleading.
Isn't external recruitment always better because you get the best person from the widest possible choice?
Not necessarily. While external recruitment offers a wider pool, it doesn't guarantee the 'best' person. The 'best' candidate might be an internal one who already understands the company culture, has a proven track record, and can be productive immediately. External recruitment also carries higher risks and costs. The optimal choice depends on the specific role, the skills required, and the company's strategic objectives.
Are interviews the most important part of selection?
While interviews are a very common and important part of selection, relying on them alone can be problematic. Interviews can be subjective and prone to interviewer bias (e.g., the 'halo effect'). This is why many businesses use a combination of methods, such as aptitude tests and assessment centres. This multi-faceted approach provides a more objective and reliable basis for making a selection decision.