The recruitment process starts when a vacancy arises. This may be a new position or as a result of a staff member leaving the organisation. For each vacancy it is important that someone with an overview of the organisation considers:
Does the role fit with the organisation’s mission, values and purpose? Does it fit with the organisation’s strategy and existing organisational structure?Does the role add value to the organisation? Organisations should invest funds where the impact will be the greatest.
How will the role be funded? Organisations should always consider the cost of employing staff in their annual budget. Costs include: cost of recruitment; salary; benefits; desk space; equipment such as a computer; other services.
The line manager would usually identify the vacancy within their own team or department. They should describe the job by writing a job profile. A job profile should be developed for a job whether it is to be filled by someone on an employment contract or by casual staff and volunteers.