Evaluate Different Approaches To Recruitment And Selection

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.

The charity I work for is committed to involving people who use the care and support services in recruitment. The level of active participation and involvement will be determined by the individuals themselves with support from their current support staff and manager. The right person for the job will be recruited, ensuring they best fit the necessary skills, knowledge, expertise and qualifications as set out in the person specification and

The key in the selection process is to choose a strategy for screening your candidates so that you are able to view the people that or most qualified for the position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and reference checks are often done by a third party. Many companies are beginning to incorporate assessment tests and activities into the selection process to insure additional training is not necessary for potential candidates. These screenings can be very important in weeding out the wrong candidates and keeping potential good fits for the position in place for the

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

* A review of three different recruitment methods that can be used, and when it is appropriate to use them.

“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)

Selection can be referred to as a process of interviewing and evaluating potential employees’ KSAs which stands for Knowledge, Skills and Abilities (about money, 2015). Other factors in order to determine whether they’re fit for the job they’re applying. There are many methods used for selection depending on the firm’s views and financial position. (Business Dictionary, 2015)

This is the process of taking in employees for a job when a job becomes vacant.

In general, the different arguments from different scholars are critical in enhancing further understanding of the issue of recruitment and selection. From the different arguments advanced in this article a number of gaps are identified that foster the need for further research in this field of study. The information derived from the respective scholarly works are also valuable in the sense that they help the research answer some of the research questions for this study and identify

Selection: screening applications; drawing up short lists with relevant colleagues; organising interviews; organising any pre-screening tests (health and/or psychometrics); organising interview rooms; conducting face-to-face and/or telephone interviews with an interview panel; writing employment offer letters/rejection letters; making internal appointments

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

2. Develop and deliver assessment and selection processes to enable the organisation to make informed choices about candidates based on a full range of information.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because