reviewed once the deadline of posting days is reached. Internal applicants are treated equally as the external candidates (Dowling, Festing & Engle, 2007). For the company to tap more new talents, it is recommended that management can post jobs on TV and radio advertisements, newspapers, websites among others taking advantage of all communication channels. Review Applicants and Develop Short List After position is posted, applicants should apply for the vacancy. In this case applicants are considered as the lot that apply during the first application period. All search committee members should review the applicants. This ensures that many individuals get access to their qualifications. This also avoids bias or individual opinions (Laroche & Rutherford, 2007). A phone should be used to contact the applicant in order to obtain information like availability, special requirements of position, salary requirements, and other important information that can help the search committee in their review. Therefore, it is important for screen phones to be documented and be conducted by at least two search committee members. After the reviews, applicants are shortlisted and approved by the SAA, afterwards, the applicants are contacted for interview. Conduct Interview This step is the most important in the selection process. It is in this step that employers and potential employees get to know more about each other. There are interview guidelines that ensure a careful interview process
After posting the positions, internally it is recommended to move forward with the external process. If there are top management position to be filled, we would recommend a search firm that makes diversity a priority and one with good ethical reputation.
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.
These candidates’ applications are placed on file for one year. Candidates who are placed in this category are those ones who demonstrate average academic qualification and knowledge of job related skills. Most of the time, these candidates demonstrate excellent people skills and other personal traits. Letters are sent to these candidates informing them of the decision. In addition, candidates are encouraged to keep waiting as they will be contacted as soon as a vacant position arises in the organisation. (Schuler, 1998)
Internal advertisement is one method to be used, where companies announce/advertise its job vacancies to its existing employees, which may represent promotions. Sainsbury’s usually places internal advertisement to select supervisor and internal staff transaction; they put advertisement at company’s notice board or make announcements at meetings cross stores within the region. It will be easier for company to select suitable candidates because existing employees has more knowledge and cost less for the company.
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
The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.
The recruitment phase involves identifying and hiring the best suited candidate from the labour market either within the organisation or outside the organisation as fast as possible and for the least resources. Recruitment can be both internal and external. Internal recruitment involves evaluating existing employees’ skills and determining whether their skills are appropriate for new vacancies within the organisation. External recruitment involves identifying potential candidates outside of the organisation and determining whether they have the relevant skills and/or education to fill a job post (Business Dictionary, 2015).
Position advertisement can be posted internal and external way. Internal means that if staffs currently work in the hotel and they are interested on the vacant position, then they can apply directly through the HR department. Human Resources and Employment shows that an internal recruitment can enhance the relations between the hotel and employee, also reduce the
If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,
It is difficult to choose the right candidates from the applicants who have applied for the vacancy, Screening is the most important part of the selection process. This helps to makes sure that the selected candidates are the right fit for job requirements.
1. Interview process: During the interview process, the hiring manager should introduce the topic of participation. The interview process should reveal
The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.
Preliminary Interviews–it is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by Mix N’ Match. The skills, academic and family background, competencies and interest of the candidate are examined during the preliminary interview. The candidates are given a brief up about the company and the job profile; and are assessed on how much the candidate knows about the company.
In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).
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