Job description provided in selection process can be helpful in setting a clear job descriptions for its job candidates to understand on what job they really intended to apply. Such as the title of the job provide a clear definition of what job and tasks necessary for the job candidates need to perform their duties as an employee in the future. To whom the job holder is responsible is where the employer assigned certain trusted employees to do the job given, and for whom the job holder is responsible is when a certain picked employees are given a job for them to do. For instance, Mr. Ramu, who is a supervisor choose Mr. Cheng to be a store manager of Tesco. Lastly, simple description of roles and responsibilities are given to the job candidates …show more content…
In selection process, the organization needs to know the applicant’s knowledge, skills, abilities and other characteristics of KSAOs for them to choose the best candidates that fits the job vacancies. During selection, the organization will identifies, assesses, and evaluates samples of these KSAOs (presumably) most relevant to the new situations or job, as well as motivation. So it helps the organization a lot in the selection process by knowing a person’s specification. Together, job descriptions and person specifications provide the basis for job advertisements. They help job applicants and post-holders to know what is expected of them. As they are sent to anyone applying for jobs, they should contain enough information to attract suitable people act as a checking device to make sure that applicants with the right skills are chosen for interview set the targets and standards for job performance. Job descriptions and person specifications show how a job-holder fits into the Tesco business. They help Tesco to recruit the right people. They also provide a benchmark for each job in terms of responsibilities and skills. These help managers to assess if staff are carrying out jobs to the appropriate