Unit 13 M1

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M1: comparing the purposes of different documents used in the selection process of a given organisation
In this assignment I will be discussing the documentation that is used in the 3 different stages of the recruitment and selection process. The 3 different stages of the recruitment process are before the interview, during this process the relevant documentation is the job advert that the employer puts out and the candidate views and decides to apply, and then they send in their CV, letter of application and application form when they apply. Then there is the interview. Here the relevant documentation is the applicants CV, their application form, and the interviewer’s checklist of questions, the job advert and the person specification. The third stage is after the interview where the necessary documentation includes the job offer letter, the job contract and terms of employment, the CRB, or a letter of rejection.
Before the interview
Before any interviews can take place, the employer must advertise the job to get some potential candidates. They could advertise on their website, in the businesses window, in the newspaper etc. once people have viewed the advert and it grabs someone’s interest, they will then need to send in an application form which will cover various things such as employment history, academic history, current status such as marital status, criminal history, and why you want to apply for the job. Accompanying this will be the applicants CV. This will include information regarding academic and other qualifications, any past experience and any skills it created, any other skills, any personal qualities that will be good for the job position, employment history and references. An application letter is a letter written to the employer to let them know they are interested in applying for the job.
Interview
After the employer has examined the application and if they are interested in it, they will then invite the candidate to the interview. The interviewer will prepare for the interview by having all the documentation that they need for the interview ready for them to examine and refer to during the interview, they will gave the applicants application form, their CV, the person specification and they will have their checklist of questions to ask the interviewee. Some of the questions will be based off the interviewees application and some will be more general such as “why are you interested in this position?” and “what qualities do you believe you can bring to this company?” they will use the person specification to compare the application form and CV, as well as the candidates answers in the interview to see whether they match the criteria of the job role.
After the interview
Once the candidate has been interviewed, the employer will assess all the applications, and make a final decision on who the best person for the job is. When a candidate is hired, they will receive a job offer either by letter or email and they will get a copy of their job contract, the employer will also require a CRB check of the candidate. The job offer will inform the candidate that they have got the job and when they are to start work. If they are unsuccessful then they will receive a rejection for the job again either by letter or email. A job contract can be reviewed by the candidate so they can see what their rights and responsibilities will be in the company, such as pay, bonuses, pension, holidays, sick leave, maternity leave, working hours etc. The CRB (criminal records bureau) check is to check if the candidate has a criminal record and if they are suitable for the position, not all companies are able to ask for a CRB check. A letter of rejection will just be a letter that will explain to the candidate that they were unsuccessful in their application.

D1 – evaluating the usefulness of the documents in the interview pack of a given organisation in facilitating the interview process
In this part of the assignment I
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