Advantages And Disadvantages Of Recruitment Methods

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

Produce a report of approximately 750 words, in which you identify and assess 4 factors that affect an organisation’s approach to both attracting talent and recruitment and selection. Identify and explain 3 organisational benefits of attracting and retaining a diverse workforce. Describe 3 methods of recruitment and 3 methods of selection.

The following report examines the recruitment process used by Tesco Ireland for the selection of employees to fill five positions available through the retail stores’ expansion programme. These positions were as follows: sales executive, store manager, assistant store manager, clerk and two cleaners. The recruitment and selection was done following a number of procedures that were accompanied by letters used to inform candidates about their performance. (Sarah, 2007)

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

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

I will analyzed the information from the recruiting data and will prepare a report with the best recruiting strategy to fill up a job vacancy for a store associate at Tanglewood store. Also I will use the organizational data to determine the best methods for recruiting new staff. And finally I will develop various forms of recruitment messages to encourage individuals to apply for a new job position.

In this task I will be analysing the vacancies occur of two organisations and why they do so and in addition I will explaining how important recruitment it is in business. Also more on about what are external/internal sources of recruitment and the method of recruitment as well as give details of the advantages & disadvantages and finish with the definition of opportunity cost and examples. My selection organisation is Tesco and Sainsbury.

“Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

Tesco is a major global retailer. Although based in the UK, Tesco has been able to develop into a general merchandising an international grocery chain and employs over 440,000 workers globally. The success of the Tesco, as listed on the website, depends on the people who include the members of staff and the customers. Tesco Human Resource department is tasked with the duty of organizing, resourcing, planning, managing employee relations and reward management (Armstrong, 2007 P. 147). The paper discusses how Tesco controls its recruitments and selection process to ensure that it has the correct individuals working in the respective posts.

Employee recruitment and selection has become increasingly challenging in today’s organizational environments. Intense competition among employers demand that organizations continually develop innovative recruitment tactics to identify, appeal to, and employ the best qualified people in their respective industries. Furthermore, organizational success will weaken without the necessary talent to accomplish goals and objectives;

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

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”

10. A research carried by Henkens, Remery and Schippers (2005) on recruiting personnel in a tight