2.4.5 (HL)—Recruitment

Recruitment starts by defining the role and ends with a fair choice from suitable applicants. Internal recruitment can preserve knowledge and motivate staff; external recruitment widens the pool but adds uncertainty and cost.

Match the source and selection method to the skills, urgency, budget and diversity objective. A job description sets expectations; selection evidence should test the capabilities the role actually needs.

A firm filling a routine promotion role may use an internal competition, but a new specialist technology role may need an external search and a technical work sample.

More applicants do not guarantee a better hire. Distinguish attraction, selection and the quality of the evidence used.