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person specification
: a reworking of the job description in terms of the kind of person 
needed to perform the job 
(c) 
Recruitment as such 
begins with the identification of vacancies
, from the requirements of the 
human resource plan or by a 
job requisition 
from a department that has a vacancy. 
(d) 
Preparation and publication of 
recruitment advertising 
will have three aims. 
(i) 
Attract the attention and interest of potentially suitable candidates. 
(ii) 
Give a favourable (but accurate) impression of the job and the organisation. 
(iii) 
Equip those interested to make an appropriate application (how and to whom to apply, 
desired skills, qualifications, and so on). 
(e) 
Recruitment merges into 
selection 
when processing applications and assessing candidates. 
(f) 
Notifying applicants 
of the results of the selection process is the final stage of the combined 
recruitment and selection process. 
3.2 Job analysis, competences and job design 
3.2.1 Job analysis 
Job analysis
determines the requirement for a job. The job's tasks are set out in a job description. A 
job 
specification
describes the skills or competences required for the job. A 
person specification
describes 
the sort of person suitable for the job. 
The management of the organisation needs to analyse the sort of work needed to be done in order to 
recruit effectively. The type of information needed is outlined below. 
Type of information 
Comments 
Purpose of the job
This might seem obvious. As an accountant, you will be expected to analyse, 
prepare or provide financial information; but this has to be set in the context of 
the organisation as a whole.