Recruitment and selection — common mistakes

When evaluating recruitment methods, always consider the context provided in the case study. For a senior management role requiring specialist skills, external recruitment via a headhunter might be most appropriate. For a junior supervisory role, internal promotion could be more effective and motivating. Justify your choice.

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.

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.

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.