According to Posthumus, (2015), the recruitment and the selection process entails to a progression of searching for potential workforce and encouraging them to seek jobs in an organization. This therefore suggests that recruitment and selection processes are two concurrent processes and not of it can be undertaken without the other one. Silzer et al explains that these two elements assist the organizations in discovering the most capable of the applicants for the actual or prospect organization vacancies. The process connects those who are seeking for jobs and the jobs.
Goldstein et al., (2017) and Bambach, (2010) illustrates how the management' class='brand-secondary'>Human Resource Management theories stipulates on the techniques of recruitment and selection processes and also,…show more content… The nature of the recruitment and selection process is therefore influenced by various factors such as labor markets. Consequently, Posthumus (2015), suggests that it is always important for organizations to examine and track how the labor markets associates with the potential recruits through the projection of the illustration that will definitely have an impact on and strengthen the applicant expectations. To support this says that business institutions are coming up with various models of recruitment and selection. These models are all directed in finding and choosing the kind of workforce the organization want to have. Even so, various researches have suggested that most of the recruitment and selection models are based on competency framework, which encourages strength in organizations by picking on the required knowledge against which the applicants can be assessed. Nevertheless, according to Arthur (2005), effective recruitment and selection processes are the very first phases of a communication between the company and the applicants, which are…show more content… Rather, an effective recruitment process entails the sustaining and preserving the employees that are emerge winners in the process. In their work Silzer et al. (2010) specifically looked at the Talent management, where the resolved concerns such as whether a talent is inherent or it is attained through development. In their findings, these researchers found that the most fundamental solution to resolve the apprehension of acquiring talent management was through developing fully-executable recruitment techniques. Despite if having a well-designed practical plan on recruitment and selection as well as participation of competent management panel, organizations may encounter various difficulties in having an effective recruitment and selection processes. Through the work of Posthumus, (2015) therefore showed the main objective of successful talent strategies is to design a case and a plan for developing the talent strategy with the progressions and the demanding economy wherein attainment, deployment and the sustenance of the significant human capital is what gives organizations the competitive advantage (Posthumus,