The first step in developing a job description and specification is to do a job analysis. A job specification lists employee traits and qualifications needed to fulfil defined activities and tasks satisfactorily in a given job or function. 

A job description is more than simply a paragraph that describes the position’s responsibilities; it’s also a vital document that should include precise facts and assertions.

A job description, for example, should declare that the employer does not discriminate against applicants based on their age, colour, gender, or other personal characteristics. 

Furthermore, the job description should state the needed degree of education, experience, and knowledge. These kinds of remarks are crucial for a variety of reasons.

They make it easy to determine whether an applicant is a suitable fit. Second, they give proof to support their decision to choose one applicant over another. Because discrimination cases in court are exceedingly costly, well-written job descriptions may save company money.

Read on to learn about staff recruitment and where to find retail recruitment agencies in London for your job search. 

Cover Letters

Most job searchers know that most applications benefit from including a cover letter, even though it is often stated as ‘optional’. However, not all applicants send a cover letter, and often just send a CV or complete an simple online application. There are a few reasons for this:

  • Most likely, the candidate is playing a numbers game, sending out many CVs hoping that one recruiter would finally bite, using a cover letter or not.
  • It might be an indication of indifference or a lack of commitment by the candidate.
  • They may be new to the job market and aren’t yet aware of “the rules!”

It could be worth giving this individual the benefit of the doubt if you’ve just had a few applications and they’re one of the best.

Should the Cover Letter Be Specific and Customised? 

Take a look at the cover letter and see if the wording seems generic.

“THE ROLE appeals to me since I’d want to work in THE INDUSTRY…”

If that’s the case, they’ve most likely sent the identical cover letter to several employers. This isn’t always a negative thing; many job seekers will apply for many positions to improve their chances in a competitive job market.

But, if you have to select between them and a candidate who tailors their application to your company, job, and sector, who do you think would be more dedicated, motivated, and passionate? 

For instance, if you’re collaborating with a luxury brand recruitment agency in London, candidates who specify their experience and expertise aligned with the sector would surely have a step ahead compared to those who don’t.

Are They a Good Fit for The Position?

Your candidate’s statement is their first true chance to wow you with relevant skills, expertise, and experience–and, if possible, a dash of personality!

Is there a personal statement that appeals to you? Do they possess the necessary abilities? Are they trying to divert your attention with intriguing but purposeless facts?

Can They Back-Up Statements with Evidence? 

As you go through the CV, consider some of the applicant’s main abilities cited in their personal statement… Does everything line up?

Is there concrete proof that the applicant has used such abilities repeatedly?

Candidates may say whatever they want about themselves, but can they back it up?

Do They Appear to Be Enthused?

You’ll have to determine it for yourself, relying on your instincts. But you may ask yourself these questions: Is their tone of voice enthralling? Have they researched your company? Is it evident from their experience that they’re excited about this job and industry?

As you can undoubtedly understand, there are many things to look for when going over those CVs and cover letters. However, after you’ve mastered it, you should be spending no more than 2 minutes on each CV (during that initial screening stage, anyway).

Interviews & Selection

The HR / Recruitment department is now in charge. Their responsibility is to reach out to suitable prospects, assess potential applications, and choose those who fulfil your requirements. Next, you’ll interview a limited group of highly competent candidates before selecting the one who best suits your department’s requirements. If you need help filling roles, you can also work with a retail temporary job agency. 

At Chimera Recruitment, as one of the leading retail recruitment agencies in London, we help stores and temporary sales employees in recruitment. We collaborate with the world’s most prestigious department stores and brands to deliver great, dynamic agency staff that positively impact every consumer they encounter on the shop floor. Contact us today!