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PART D: LEADING AND MANAGING INDIVIDUALS AND TEAMS 
 
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(b) 
In larger organisations, line managers may be responsible for: 

Asking for more human resources: notifying vacancies or issuing a job requisition 

Advising on skill requirements and attributes required 

Selection interviewing (perhaps collaborating with HR specialists) 

Having a final say in the selection decision 
The current trend is towards devolving recruitment and selection (among other Human Resource 
Management activities) increasingly to line management. 
2.4 Recruitment consultants 
Specialist recruitment consultants or agencies may be contracted to perform some recruitment tasks on 
the organisation's behalf, including: 
(a) 
Analysing, or being informed of, the requirements
(b) 
Helping to draw up, or offering advice on, job descriptions, person specifications and other 
recruitment and selection aids 
(c) 
Designing job advertisements (or using other, informal methods and contacts, eg by 'head 
hunting') 
(d) 
Screening applications, so that those most obviously unsuitable are weeded out immediately 
(e) 
Helping with shortlisting for interview 
(f) 
Advising on, or conducting, first-round interviews 
(g) 
Offering a list of suitable candidates with notes and recommendations 
2.4.1 Factors in the outsourcing decision 
The decision of whether or not to use consultants will depend on a number of factors. 
(a) 
Cost
(b) 
The level of expertise, specialist 
knowledge and contacts
which the consultant can bring to the 
process 
(c) 
The level of recruitment expertise available
 within the organisation
(d) 
Whether there is a need for 
impartiality 
which can only be filled by an outsider trained in 
objective assessment; if fresh blood is desired in the organisation, it may be a mistake to have 
insiders selecting clones of the common organisational type 
(e) 
Whether the use of an outside agent will be