The Recruitment and Selection Process for Employees Essay

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

I’m going to discuss technology and the role it plays amongst recruiting and selection procedures. Technology has changed the process of HR recruitment and selection of applicants significantly and will continue to do so. Chapter 7 and 8 does not cover technology; however, I would argue that technology is a game changer when it comes to recruitment and selection. The reason I’m discussing technology is because I’m assisting with recruitment and the biggest challenge is our ability to expand our recruitment pool, since our technology resources are currently limited. Large organizations

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

One of the most important practices of HR is recruitment. When we are referring to Web Technology in recruitment we want to attract top performers and high potentials as

Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons’ most likely to succeed in the job or jobs given management goals and legal requirements.(ukcbc.ac.uk).

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

1. The Internet has had a significant impact world-wide on recruitment practices within organisations of all sizes. In the area of selection, advances have been slower, but there are, nevertheless, some interesting on-line selection initiatives. These include automated filtering of applications, initial psychological testing of applicants and networking systems for selecting developing job specifications and for interviewing and selecting candidates. This essay will attempt to describe

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

The particular focus of this paper is to understand why companies choose to hire through Internet. We know that the business world has become very competitive, and every organization is looking for the right employee by using the proper methods of hiring process. Research by Catherine Fyock stated “If you are looking to fill a job position in your company, forget about the traditional methods of recruitment” (Catherine Fyock, 2000 ). Nowadays, companies use more modern methods rather than traditional ones. Therefore, the focus is to find information and provide the benefits and challenges of both means of recruiting.

Staff Recruitment and Selection In this section I will be explaining and discussing the organisations (Southgate college) procedures for recruiting and selecting staff and also identifying the Key factors that have to be considered at every stage of this process. Procedures 1. Job analysis: is there a need for a vacancy?