Plan a recruitment process
Sequence a vacancy from role analysis through advertising and relate each document to the job.
Section 2 · People in business
Cambridge IGCSE (9–1) Business 0774, 2027–2029 Version 2, Topic 2. Apply each people-management concept to the stated organisation and explain the conditions behind a recommendation. Written practice is self-checked and does not certify exam readiness
Before you begin
- No previous business study is assumed. Read each scenario for the people affected, the business objective and any limits on time, cost or information.
Work on paper. Try each question before revealing help, and explain why your method works.
Quick readiness check
Which document describes the duties attached to a vacancy?
What you will learn
- Describe stages of recruitment
- Distinguish a job description from a person specification
- Select a suitable advertising route
Define the vacancy before looking for applicants
A job description explains the role: its tasks, responsibilities and reporting relationships. A person specification describes the qualities, experience or skills sought in a candidate.
An advertisement communicates the vacancy and how to apply. It can appear through an employment agency, an online recruitment platform or another suitable channel. The route should reach the intended candidates within the available time and budget.
Use a sequence that fits the role
A clear process analyses the job, prepares its description and person specification, advertises, receives applications and then selects a candidate using relevant evidence.
A mismatch between the role and person specification can discourage suitable applicants or attract people who do not meet essential requirements. Distinguish essential criteria from desirable qualities where the case supports this.
Pause and explain
A business wants applicants to apply through an online platform. What is this platform part of?
Worked example
A café needs a weekend supervisor. What should its job description and person specification each contain?
Show the worked solution
- Describe the work the supervisor will do.
- Describe candidate attributes needed to do it.
- Use the weekend context in the advertisement.
Answer The job description could include coordinating weekend shifts and handling customer issues. The person specification could ask for relevant customer-service experience, reliability and communication skills.
Try a topic test
Choose Easy, Normal or Difficult. Save your answers and open worked review after finishing.
Test this topic →From guided practice to a new situation
Write your answer and reasoning first. Use a hint only if you are stuck. The model solution is for self-checking; your written work is not automatically marked.
A small hotel needs a night receptionist. Name one relevant job-description item, one person-specification item and a suitable way to advertise.
Give me a hint
Separate the role's tasks from candidate qualities, then choose a channel likely to reach applicants.
Compare my reasoning
- The role includes night reception duties.
- Candidate qualities could include reliability and clear communication.
- An online vacancy site or employment agency could reach relevant applicants.
The job description might include checking in guests and recording night bookings. The person specification might require reliability and customer-service communication. The hotel could use an online recruitment site or an agency depending on its budget and reach.
Look for these in your work
- Duty belongs to job description
- Quality belongs to person specification
- Advertising choice has a reason
A person specification asks for a degree although the job only requires basic scheduling and customer support. Explain one risk and a better approach.
Give me a hint
Check whether the criterion is necessary to perform the listed duties.
Compare my reasoning
- An unnecessary requirement can reduce the number of suitable applicants.
- It may raise recruitment cost or exclude capable people.
- Use criteria connected to the job's actual tasks.
The requirement may deter capable applicants and make recruitment less inclusive without improving performance. Replace it with relevant scheduling, communication or customer-service criteria unless evidence shows the degree is necessary.
Look for these in your work
- Risk linked to criterion
- Job needs considered
- Alternative proposed
A growing retailer wants candidates quickly for a specialist vacancy but has a limited advertising budget. Recommend an approach and one trade-off to check.
Give me a hint
Balance speed and reach against cost and applicant suitability.
Compare my reasoning
- An online platform may publish quickly.
- An agency may target candidates but charge fees.
- The best route depends on the vacancy and available budget.
The retailer could advertise through a relevant online recruitment platform for speed and broad reach. It should check whether that route reaches people with the required specialist experience; an agency may target them more effectively but cost more.
Look for these in your work
- Recommendation fits urgency
- Trade-off named
- Suitability condition stated
Common mistakes
- Treating the person specification as a list of job duties
- Advertising before defining the role
- Requiring qualifications that are not relevant to the work
What can you explain now?
Which document describes the duties attached to a vacancy?
Compare with the explanation
Job description
It explains the role and its responsibilities.
After trying it yourself, choose your next review. This is your self-assessment.
Your review choice appears on Today. Sign in to sync it across devices.
Make it stick
How do a job description and person specification serve different purposes?
If you needed the solution, close it and solve the problem again from a blank page. A correct answer is stronger when you can explain the reason for each step.