9609 · 2.1.3
Recruitment and selection flashcards
Revision flashcards for Cambridge 9609 Recruitment and selection (syllabus 2.1.3). Flip, recall, then mark a real past-paper question.
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Job description?
Tasks, responsibilities, title, working conditions of the role.
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Person specification?
Skills, qualifications, experience, personal qualities required.
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Internal recruitment pros?
Known candidate, faster, cheaper, motivates staff, preserves culture.
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Internal recruitment cons?
No new ideas, gap left in old role, limited pool.
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External recruitment pros?
Wider skills, new perspectives, fills specialist gaps.
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External recruitment cons?
Expensive, slow, induction needed, cultural fit uncertain.
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Assessment centre?
Multiple exercises (group tasks, presentations) — used for graduate/management roles.
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Unfair discrimination?
Illegal and damages reputation — selection must match person spec only.
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What is the key difference between a job description and a person specification?
A job description outlines the tasks and responsibilities of the job itself. A person specification details the skills, qualifications, and personal attributes required of the ideal candidate to perform the job.
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State two advantages of internal recruitment.
1. It is cheaper and quicker than external recruitment. 2. The candidate is already familiar with the business culture, reducing induction time and risk. (Also acceptable: boosts staff morale, candidate's abilities are known).
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What is the main purpose of an assessment centre in the selection process?
To observe how candidates perform in a range of simulated work situations, such as group exercises and presentations, providing a more holistic and objective view of their abilities than a traditional interview.
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Define 'external recruitment'.
The process of filling a job vacancy by searching for and appointing a suitable candidate from outside the business.
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What are psychometric tests designed to assess?
They are designed to assess a candidate's personality, attitudes, and character to evaluate how well they would fit into the organisation's culture and the specific job role.
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What is 'shortlisting' in the selection process?
The process of reducing a large pool of applicants to a smaller, manageable group of candidates who best meet the criteria in the person specification. These candidates are then taken to the next stage, usually an interview.
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Give an example of a task in an aptitude test.
An aptitude test might include numerical reasoning questions (interpreting data from charts), verbal reasoning (analysing written information), or a situational judgement test where candidates respond to hypothetical work scenarios.
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What is the 'halo effect' bias in an interview?
A cognitive bias where an interviewer allows one positive trait of a candidate (e.g., confidence or being well-spoken) to positively influence their judgement of the candidate's other unrelated traits (e.g., technical skill or honesty).
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How does a person specification help prevent unfair discrimination?
It provides objective, job-related criteria for selection. By assessing all candidates against the same pre-defined skills and qualifications, it ensures decisions are based on merit and ability to do the job, not on protected characteristics like age, gender, or race.