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supported
or resented/rejected by in-house staff
(f) Whether 
the 
organisation 
culture
supports in-house staff in making HR decisions (consultants are 
not tied by status or rank and can discuss problems freely at all levels) 
(g) 
Time
; consultants will need to learn about the vacancy, the organisation and its requirements
(h) 
Supply of labour
; if there is a large and reasonably accessible pool of labour from which to fill a 
post, consultants will be less valuable, and if the vacancy is a standard one, and there are ready 
channels for reaching labour (such as professional journals), the use of specialists may not be 
cost effective 
 
3
The recruitment process 
Recruitment is
a systematic process of (a) identifying and defining skill needs and (b) attracting suitably 
skilled candidates. 
BPP Tutor Toolkit Copy

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CHAPTER 12
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RECRUITMENT AND SELECTION 
 
323 
3.1 A systematic approach 
The recruitment process is part of a wider whole. 
(a) Detailed 
human resource planning 
defines what resources the organisation needs to meet its 
objectives, and what sources of labour (internal and external) are available. The organisation's 
skill requirements may be met through recruitment – but there may also be plans for reducing 
staff numbers, redeployment, training and development, promotion, retention (to reduce loss of 
skills through staff turnover), and so on. 
(b) 
Job analysis
 
produces two outputs. 
(i) A 
job description
: a statement of the component tasks, duties, objectives and standards 
involved in a job 
(ii) A