Job Recruitment Employment


Job recruitment employment quite simply refers to a comprehensive process that involves both attracting and selecting “suitable” candidates for certain positions.  These candidates are then subsequently appointed in the organization (these appointments may be either permanent or temporary).













job recruitment employment

Here, the emphasis is on “Suitable” candidates. That is, the screening process has to be both dynamic and rigorous and a proper assessment has to be made of the candidate so as to ensure that the right talent has been selected for the right job.  Any flaws in the assessment process would have grave repercussions for the organization in the form of performance and behavioral issues as far as the successful candidate is concerned.

In order to ensure that such an eventuality does not come to pass certain steps need to be taken during the recruitment process.

Job Recruitment Employment: Job Analysis

Before the HRD floats an advertisement for a job it needs to conduct a comprehensive ‘Job Analysis’ of the position. A job analysis is basically a set of key procedures that determine the nature of the job and includes not only all the different types of work-oriented activities and tasks that have to be performed on an everyday basis but also the requirements of the candidate in terms of education, skill set as well as hands-on experience that would be necessary to perform those tasks.

A detailed and well thought out Job Analysis process would provide crucial information to the organization regarding the needs of the job as well as the abilities required to perform it. In this way it would help in curbing future performance related issues to a great extent. A Job Analysis (JA) may be (a) task oriented i.e., the set of repetitive or goal-oriented duties that an individual would perform. Or employee oriented, that is the specific knowledge, skills, abilities and other characteristics (such as experience and training) that would help him perform his talks easily and with confidence. Taken together the employee-oriented approach towards JA is also known as the ‘KSAO’ approach. Used in conjunction with each other, these two approaches may deliver an excellent analysis of the job and its requirements in terms of human resources. 

Job Recruitment Employment: Job Description

Based on a Job Analysis (JA) audit, a detailed job description (JD) would be created. The JD should encapsulate all the human requirements necessary for the performance of the job as well as such details as the position it holds in the organizational flowchart and the responsibilities it entails.

It will also describe in detail as to whom the holder of that particular position would report and who in turn would report to him. From the legal point of view a detailed job description that encompasses the full spectrum of responsibilities and duties of the job as well as the abilities and experience necessary to accomplish the same, and as such could prove to be an excellent document in case a suit is filed against the organization.

Unlike a JA, a JD is highly focused and task oriented and as such dependent on the skills and attributes of the prospective job holder. The whole process of writing a well worded JD requires an absolute understanding of the entire spectrum of the job’s duties as well as responsibilities.

Right from the onset it is imperative that when advertising for the position a concise picture of the qualifications and skill set required for the job should be clearly mentioned.

If the JD is vague and does not explain in clear and concise language what holding the job entails and what specific attributes are necessary for performing the tasks associated with that job, it would leave the employer open to legal action in case of an extreme step such as termination due to under performance. A clearly defined JD is all the more important because performance appraisals of the job holder are based on the successful execution of the tasks as defined in the JD.  An under performing employee may well argue that he was never allowed to understand his job properly and that is why his performance appraisal has consistently being skewed.

Therefore a Job Analysis is important in ensuring that the organization understands why the job is necessary and what kind of individual should be screened for it, while a Job description describes in detail the specific tasks and duties as well as reporting structure of the job. Both these tasks, if executed correctly, would go a long way in ensuring that under performance is not a result of the recruitment process while also providing a measure of protection from legal reprisals.

Job Recruitment Employment: Job Description Example

Brand manager XYZ Blood pressure medicine belonging to ABC Pharma

Job Recruitment Employment: Outline

The screening process determines who will eventually be selected for the job. It measures the candidate’s core competencies, experience, qualifications and abilities against the needs and requirements of the job. Throughout the screening process from the first look at a resume all the way to the final interview, it is the responsibility of the people conducting the screening tests to ensure that the individual is well suited for the job as par the JA and the JD. 

The incumbent would have the responsibility of managing, marketing, advertising and promotion of a specific product that forms part of the organization’s portfolio. He must take all necessary measures to increase the sale of his product while striving to maintain and enhance the overall brand equity of not just the product he manages but the organization as a putative whole.

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Job Recruitment Employment: Key Responsibilities

Design and execute all marketing, branding and sales goals of the brand.

Both prepare and help execute marketing strategies of own product as well as help in the implementation of the overall marketing plan of the organization in collusion with other company employees

Analyze market trends and offer advice on modification of business development plans based on the analysis.

Prepare budgets and ensure the overall market effort does not exceed the budget

Supervise the creation of press releases, advertisements, and other marketing materials of the product.

Hold meetings with members of the sales team in far flung areas of the territory under the brand manager’s responsibility

Ensure brand messages are stable and without any element of inconsistency

Provide leadership to the sales team

Prepare and attend team building exercises with sales and support staff

Strive to ensure growth of overall market share

Aim to create new ideas and fresh concepts so as to ensure the brand equity is not only retained but also enhanced

Job Recruitment Employment: Further Details

For most working days, the job timings will be from 9 to 5, Monday to Saturday but far longer hours may be expected including working weekends due to the nature of work. The job also requires traveling to far flung areas at periodic intervals for extended lengths of time. 

Job Recruitment Employment: Qualifications

A minimum of 5 years’ experience in product and brand management in the Pharmaceutical Industry, preferably as a brand manager; a strong understanding of the dynamics of the industry; and an in-depth knowledge about blood pressure medication. Also required but not necessary is experience in territory management and product development. The candidate must hold a Master’s degree in Business administration specializing in marketing and/or advertisement. Bachelors in Pharmacy would be preferable. 

Job Recruitment Employment: Compensation and Benefits

The organization offers a highly competitive package with perks and benefits as applicable to similar positions in the industry.

The above description does not leave much room for any ambiguity; therefore, it cannot be used later by disgruntled employees who would seek damages based on their plaint that they did not understand the responsibilities or the qualifications of their job and hence have not been properly evaluated. 

Job Recruitment Employment: Screening

The screening process determines who will eventually be selected for the job. It measures the candidate’s core competencies, experience, qualifications and abilities against the needs and requirements of the job. Throughout the screening process from the first look at a resume all the way to the final interview, it is the responsibility of the people conducting the screening tests to ensure that the individual is well suited for the job as par the JA and the JD.