Recruitment And Selection Of Human Resources

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

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).

In businesses, people are the most crucial resource and every company aims to absorb talented people to fill the vacancies of managerial positions, therefore recruitment has become more and more important as an indispensable part of business. In order to select the highly qualified and competent employees, the enterprise designs a recruitment, which consists of two different methods: internal recruiting and external recruiting.

Organizations can use internal recruitment and external recruitment activities to find the best employees for a position. Describe these two approaches and provide one advantage for using each approach. (4 Marks)

There are two main types of recruiting. They are internal and external recruiting. Internal recruiting is when applicants who work in the company apply for the jobs.

D1- Evaluate the usefulness of the documents used in the interview pack for a given organisation, in facilitating the interview process.

Recruitment procedures: These procedures compare two models, the traditional recruitment and consumer-centered recruitment. In the PEPUP study, traditional recruitment model was used and this consisted of two strategies such as gate-keeper referral (primary care providers) and self-referral in response to the network media announcements in local newspaper, TV, magazines and radio programs. The recruiters were post-doctoral and undergraduate students who were trained by the principal investigators, the undergraduate student comprised a mix of ethnicities similar to these older minority adult represented in the sample and no attempt to match recruiter ethnicity to participants. . In the PASS project, the consumer-centered model was used the older

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

Recruitment of potential job candidates – which can come from within the business (internally) and from the outside through advertisement (externally)

Recruitment is followed by selecting the right person from the applicants known as selection. Selection is a tricky task. They must carefully decide which applicant will have the most likely chance of success. The organization strives to

(Ken Charnley 2010) There are factors that affect an organisations decision and approach in recruiting and selecting the best candidate for the job.

Organizations should consider which recruitment strategies they should make use of to develop their organization strategies(Compton, Morrissey, &Nankervisf, 2006). Recruitment strategies can be internal, external or both internal and external. Different organizations may implement different strategies and these choices may based on their organizational strategies, human resources policies, or financial reasons(Compton et al., 2006). Organizations should find the most suitable strategies for their recruitment at different operating periods. Selecting and implementing the correct recruitment strategies will help the organization achieve their objectives.

An external recruiting method is the use of an outside source or means to recruit candidates in hopes to locate increased performance. Many external employees have prior experience being that

Previously to their current recruitment and selection process, Intuit used to put much emphasis on behavioral interviewing. Their past methods were based on the star technique, where the interviewers are set up by the manager. They would assess what job candidates would do in certain scenarios. The overall interview process involved about three rounds of interviews: 1 phone interview and 2 on-site interviews. The on-site interviews would involve the hiring manager plus 10-12 other different people. After assessing this process, the managers found out that Intuit was not hiring the best candidates that they could and the candidates did not have a great experience when moving through the recruitment process. Moreover, they found out that the interview process was way too long and that they were not able to hire the best candidate available in a timely manner, which was essential for meeting future project goals. In order to improve the recruitment and selection process, Intuit looked at other companies for best practices and molded their own processes in that image. After observing how other top companies recruited the best job candidates, Intuit was able to create a new process called “Assessing for Awesome”, which is designed to recruit and select high quality talent in a timely manner.

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.”