Recruitment and Selection

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

The job analysis is consisting of job description and person specification. Job description requires about the profile of the perfect job candidate and requires about the skills, knowledge, experience and competencies, which are essential. And person specification

Job analysis is essential as successful recruitment process relies on the effectiveness of this analysis in human resource management process (Caruth et al 2009:96-9). Job analysis collects relevant information pertaining the vacant customer services manager position, and is normally prepared by the HR manager. Job analysis can be structured into two, which is job description and job/person specification. Job description is then designed from the information gathered from Job analysis. Job description highlights the overall details and duties of the customer services manager position whilst job specification on the other hand assesses the qualities and skills required based on the criteria of the customer services manager position. Job description’s main focuses include the job title, responsibilities, remuneration and working hours, while job specification’s main focuses include qualifications, experiences, skills, and other accomplishments gained such as from trainings. The whole purpose of job analysis is to implement changes in the position structure to match certain requirements of the vacant customer services position. Job descriptions should be examined from time to time, as reflecting on an existing job description may be misleading as the customer services manager position may have changed over the years since the current customer services manager is nearing retirement, hence the necessary changes needs to

3. Be able to contribute to the recruitment and selection interviewing process for a job role.

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

Recruiting is arguably one of the most critical roles of an HR manager (Pandey et al., 2012). Organizational performance can be credited with the identification and selection of the most talented individuals. An employee with high potential suggests that there is a future viability that is not present in the existing workforce (Yarnall, 2011). An appropriately structured recruitment strategy is essential for the future success of an organization and at times can determine whether that organization will grow or recede during a particular economic period. A successful recruiting strategy can improve recruiting effectiveness by 30% and reduce the time to fill that position by 28% (CEB, 2012). It is clear that whatever recruitment strategy is being used, the desired outcome has not been reached. This study examines recruitments strategies and their correlation on retention with the desire of finding the method

The purpose of this essay is to explain the process of Recruitment and Selection with reference to the statement: “HRM is essentially about managing people in a way that maximizes and rewards the contribution each person makes to the organization “(Carberry and Cross 2013, p.2). Recruitment and selection is one of the tasks of the HRM, who cooperates with the line managers of the specific area in order to conduct this process. Moreover, this process is about identifying and attracting potential candidates to the organization, which are then assessed for the employment. Recruitment process occurs from within or the outside of the organization, whereas selection occurs when the HR along with line managers chose particular candidate for the position from the pool of applicants. This essay will discuss the significance which process of recruitment and selection have on the future of the organization and what are the possibilities to make the process as effective as possible to achieve the best outcomes for the organization. Additionally, it will explain the role of HRM and line managers in this process and how it can affect the organization.

All these common mistakes must be analyze carefully in order to brand correctly your company. Remember that your target are your audience. The old adage that you have to spend money to make money is never more onvious than when it comes to marketing your business. Spend wisely, and you shall reap the benefits (lomodigest, 2013).

Competition has become very steep among job seekers today and it requires every one looking for a job to know what really the employers are looking in them before setting feet before any interview panel. This can help a candidate sell how they would be helpful to the organization. A candidate without knowledge of what the employer is looking for cannot communicate properly their qualifications to the employer and convince the employer why they are the most qualified candidates for that position. Understanding what the employer is searching for in front of the interview meeting is so that the hopeful can make sure to convey the majority of the data that is prone to be most important to the employer. Many studies that have been carried out

Preparing an accurate job analysis is very important for the company. It critiques the recruitment needs of the organization. Many times within a corporation a manager, supervisor or team leader is pressed for time and they reluctantly pull out an old job description that they have used for many years. Because of technology and the constant change of our countries economy and needs the responsibilities or tasks of jobs may have changed. “ Organizations are involved in an ongoing process of updating existing selection tools and searching for better techniques”. (Kiman, Farley & Geisinger, 1989)

The questions to be included in the interview to get best selection of candidates from an interview

According to (Bratton and Gold, 1999) that job analysis, used to produce job descriptions and personnel specifications, relied too much on judgment to identify key aspects of a job and to identify the important qualities that determine success. According to Machington and Wilkinson (2002) that the primary step in the recruitment process is to perform in depth job analysis to recognize functions going to be undertake by the new recruits, and to collect all the required data about the current job as, what skills are required and which activities are carried out (Foot and Hook, 2005). The concerned information could be acquired from sources as division manager, employees with identical jobs and the all the people who are engaged regarding the position announced.

Recruitment includes those practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees (Breaugh & Starke, 2000). Heneman et al (1997) defined recruitment as part of the staffing process where the individual and business become mated to form the employment relationship. By encompassing these definitions they can be seen as bringing a ‘technological neutral’ perspective.

The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan.Theon recruitment andselection and involvement of qualified management team, recruitmentprocesses followed by companies can face significant obstacles inimplementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their inhouse management skills to apply generic theories within specific organizational

In all councils, they have an organizational structure. In that they can identify the new position need for that office. To create new position they have to send a letter to finance ministry to arrange budget for that position. After getting budget, they will send a letter to Civil Service Commission attached with new job description to create that job in their office. All council office are connected to Civil Service Commission through a HR Internet view. Every day they have to check that human resource view for their work. In that they can see whether the new job is created or not. When it shows the new job created, they have to make a job advertisement for the position needed in the office. In this advertisement they