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1. Identification of the most important duties and responsibilities of the position to be filled. In other words, what is the main purpose or primary reason the position exists? One source of this information is the current official position description (PD). Another source is information from the individual who most recently occupied the position, gathered during an exit interview or from other individuals currently occupying the position.
2. Identification of knowledge, skills, abilities, competencies and behaviors required to accomplish each job duty or responsibility. It is important to include the skill level needed for each job duty and the quality level that will be used to measure each one. Each item must be ratable, meaning it can be measured and/or observed. Some of the source documents used to identify the required skills and competencies may include the current official position description, the Office of Personnel Management’s qualification standards, and job classification standards.
There are previous steps the recuriter should be understand excatly the following:
1. the job objective
2. detail about the tasks and responsibities & duties
3. make sure the needs of this position.
4. experience and qualification required
after that the selection will be correct based on the above points
Agree with the answer given by Saiful Islam Hiron, Senior Human Resources Officer-Training & Development
and B Bader Eldin, HR Manager
Agree Sir. No need of more addition.
yes great answer Mr saiful Islam
