The Organization Recruitment And Selection Process

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.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

People spend a significant part of their lives listening and talking, that is the main reason why conversation is regarded to be the most generalised form of talk that concerns both speakers and listeners and it is contemplated to be the essential ingredient in co-operative undertaking (Wardhaugh, 1985). Conversation is informal talk involving two or more people and interviews are a particular type of conversation. Interviews are regarded as meetings at which a journalist asks questions in order to find out the interviewee’s opinion. This is an assignment that analyses a telephone interview, so there is an absence of eye contact, body language or facial expressions that are attributes of a ‘live’

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.

Interviews provide a way for businesses to collect detailed qualitative information from a small selection of people by face to face discussions

There have been studies done using probiotics for various treatments, and amongst various age groups. Therefore, to stick to my PICO question, the inclusion criteria for the search were adults (ages 18-70), AAD as an outcome, systematic reviews (SR), meta-analysis (MA), randomized controlled trials (RCT’s), studies conducted within the past 10 years, and of English language. Exclusion criteria were studies that exclusively treated the elderly, pediatrics, or children. Studies conducted to treat a specific diagnosis were also excluded.

The most common selection process is an interview. The interview is a chance for the applicant to sell themselves and for the organisation to learn more about the applicant as the information on application forms and CV’s are limited. A benefit of interviewing is to see how the applicant responds under pressure and on the spot.

Interviewing is the method of qualitative research that normally comes first to people’s mind. It is much more than merely asking premeditated question after question. Interviewing is an art that requires the ability to quickly create a relationship between two people in order to gain knowledge. There are many techniques when it comes to conducting valuable interviews. Not every technique works for every interviewer and there is more than one right way to interview. For instance, while both Robert Lane, author of Political Ideology: Why the American Common Man Believes What He Does, and Judith Kestenberg author of Children During the Nazi Reign, used interviewing to gain knowledge for the writing of their books, these two authors prove

As mentioned by Jarvis (2012), interview is a valuable part of data collection and provides an insight on how the person perceives their state of well-being. This

Interviews successfully establish a relationship appropriate to the context, and provide a non-threatening opportunity for participants to share information

Mishler believes that unstructured interviews are a way to expose stories. It is the interviewer and the interviewee that together construct the discourse and pay attention to the story told. Patton (2002) states that the interview guide should only have the function of a checklist to create a high degree of flexibility in the interview situation. An interview guide, asking open-ended questions about the lived experience of managing for results in social services has been used in this study such as what does managing for results mean to you? A pilot interview was conducted before the study took part in order to test the interview guide which showed that the questions were useful as they were stated, but that some more prompts for further questioning if the interviews didn´t go as deep as was

The behavioural competencies of the large workforce can be determined and gradually modified by the management to fashion issues such as team working and company culture. Attention has switched from rigid lists of individual skills and abilities that are much more valuable for SME 's, to broader-based competences. In general, there is greater regard for personal flexibility and adoptability – a reorientation from present to future stability (www.hrmguide.co.uk). In stark comparison to large organisations, SME 's often rely on extended social networks in attracting and retaining employees, as many owe their survival to low labour costs (Hilbert et al, 1994) "The importance of the recruitment and selection process which is essential of organisational competitiveness and a failure to approach this function effectively will have consequences for future job performance," as was aptly recognised by Nankervis, Compton & McCarthy, (1999). "A good recruitment system is crucial to the organisation, because the recruitment of suitable employees will improve retention and morale among the existing workforce by accentuating to those both inside and outside the organisation the importance it attaches to people" (Hall et al 1991). Large organisations usually have an intense recruitment system composing of various styles of interviews such as the behavioural based criterion, the

The recruitment literature according to Breaugh and Starke (JoM, 2000) had been bombarded by criticisms for the lack of substantiated research materials and unanswered questions. The Handbook of Industrial and Organizational Psychology by Guion 1976, devoted one chapter only about recruitment process despite the numerous studies published during 1976. There were questions circulating in the recruitment literature which failed to address the key factors

Reliability is a measure of the consistency with which a method is used over time. Validity is the relationship between the predictive measure of performance and the actual performance. Validity and reliability of the recruitment process can have a large impact on type of person that is hired and also affect the notion that the best available candidate has been hired from those available. Reliability of the interview is argued to often be low, in that interviewers do not follow the same methods of questioning or method of evaluating each individual interview. Additionally, it has been noted that interviewers support the end decisions on different criteria’s, different standards, and alter in the amount the final decision is based upon the original intended criteria (Graves, L.M. and Karren, R.J., 1996).

The report “Recruitment and Selection Process of Southeast Bank Limited” was started by us under Rumana Parveen Crouse instructor of “Human Resource Management “(HRM 301). The study has been undertaken as a part of our course requirement. we have to write a formal report on a specific topic and our topic is “Recruitment and Selection Process of Southeast Bank Limited” We think this topic is interesting as we are making comparison between the theoretical recruitment and selection process and the recruitment and selection process of Southeast Bank Limited.