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Employee selection and recruitment principles and techniques
Challenges with the recruitment and selection of employees
Theories of recruitment process
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Question one (350 words, 35 marks)
One of the recruitment/selection methods currently being used by organizations is online recruitment. Explain what is meant by recruitment, online recruitment and describe the advantages of online recruitment. Support your answer with examples and evidences from the case study .
One of the most important things in a company or business is the employment of suitable employees. Any successful organization must pay great attention on the selection of its employees because the success of any company relays directly on the performance and quality of its employees. And in order to have the suitable employees, the company must attract the widest range of applicants for the jobs. This is the first step of the employees’ employment process which is called: Recruitment.
Recruitment is the process of attracting and targeting applicants of suitable qualifications for the jobs needed in a company. Recruitment also involves the process of targeting special and well-qualified applicants using encouraging techniques for qualified recruits to encourage them apply for the needed jobs. For example from our case study; “to target graduate recruits, Enterprise Company has developed a dedicated recruitment brand and website that shows potential employees the benefits of career opportunities with Enterprise and provides a medium through which students can submit their applications. It also presents profiles of Enterprise employees with their career stories.” All of this will have great affect on qualified recruits to encourage them to apply for the jobs which results on a better quality of applicants for the needed jobs.
Recruitment is a tow-way process that involves both the organization and the applicant, not only ...
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... company use standard documentation in order to match job roles with personal qualities and skills and then it compares the online application forms to the skills and competencies that the job needs.
Finally, the job description and person specification analysis is difficult where the organization must think about every single detail of the job and job holder, however, it is very main and important step in the employment process.
References:
1- Dale Yoder, PH. D. 1948, Personnel Management and Industrial Relations, Printice-hall, New York.
2- Emma Parry, Shaun Tyson, An analysis of the use and success of online recruitment methods in the UK, Human Resource Management Journal, 2008, 18, 3.
E-library:
1- Cook, Mark, Personnel selection: adding value through people (4th ed), Chichester, Wiley, 2003.
2- Taylor, Stephen, People resourcing (3rd ed), London, CIPD, 2005.
The realistic recruitment message has advantages and disadvantages. The message informs applicant’s exactly what the job entails. This can lead to higher job satisfaction and lower turnover. Providing applicants with realistic details of the job allows them cope with the demands of the job (Heneman, Judge, & Kammeyer-Mueller, 2006, p. 224). However, the message can also lead applicants to not apply for a position or to withdraw from the recruitment
The presentation of a job description is important and Sainsbury's job description is always neatly presented. A person specification sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. It describes the characteristics and attributes which a person needs to be able to do the job to the required standards. A person specification is normally set out under these headings: * Physical make up- what should the job holder look and sound like *
The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a specific job. A job specification states requirements whereas the job description defines the duties and requirements of an employee’s job in detail (Heathfield, 2016). In a nutshell, both job specification and job description are derivatives of the job analysis process used in the recruitment and selection
The second year of the college recruitment program, Marianne wisely sought the advice of others experienced in successful recruiting from college campuses. By following the advice to reduce the schedule, identify job descriptions, develop questions specific to positions as well as focused interview forms to be completed along with incentives linked to performance pay the college recruitment efforts should be more successful.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
A job analysis a great way to analyzed whether or not the individual is fit for the position. By creating a questionnaire that relates to the daily tasks for the position will narrow done the selection process into a smaller portion. The information given from the Job Analysis is also used to create a Job Description and Job Specification. “Job description identifies the tasks, duties, and responsibilities. The “job specification list the KSAOCs that individuals need to posses to perform a job successfully”(Pynes, 2013). After an individual is hired we must train that individual with the proper format in order for them to understand the concept of work. In this process I will develop a training program that includes all the organizations policies, procedures and daily tasks.
The next step in the recruitment process involves attracting the potential employees, using various methods.
The Features of Key Recruitment Documents Before a business starts recruiting new employees the human resources department compiles a job description and person specification for the specific job they have a vacancy for. The job description gives potential candidates a taste of what is expected of them in the job. The job description is also used after the vacancy has been filled to ensure that the job is being carried out properly. The person specification is focused on the applicant and gives a description of the type of person that would be ideal for the job.
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
A person specification essentially describes the ideal person for the job. It provides a detailed description of the qualifications, knowledge, specific skills and aptitudes, experience and personal attributes that are required to do the job effectively. It also helps to decide where to concentrate a search and the effort of advertising. The person specification must match the job description to attract the most suitable potential candidate. (Gunnigle, P., Heraty, N. and Morley, M. (2011). Human resource management in Ireland. Dublin: Gill &
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.