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Essay on recruitment and selection
Nature and importance of employee selection
Talent management issues and challenges
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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 Human Resource Management theories stipulates on the techniques of recruitment and selection processes and also,
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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,
In this assignment I will be creating a report about two different organisations why businesses recruit and have vacancies. I will be going into detail about what internal and external sources of recruitment is, also I will list examples of methods in recruitment and explain advantages and disadvantages of these.
2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organizations The task here is a pay attention on the effectiveness of the techniques of ASDA and ALDI in recruiting and selecting processes by evaluating the techniques. The approaches of recruitment and selection are the traditional, competence-based, internal-based and modern recruitment
Gaining and retaining the best possible employees is something every company wants to do. The best way to accomplish this is by implementing talent management into the fabric of human resources. It may take a high level of commitment and planning, but the rewards can be astounding. From specific training, to motivation, optimizing each aspect of talent management allows for businesses and groups to reach their goals. “It is difficult to identify the precise meaning of talent management because of the confusion regarding definitions and terms and many assumptions made by authors who write about talent management” (http://www.irproje.com/media/userfiles/610013.pdf).
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).
It is essential for organization to hire the right mix of people for their organization to run efficiently and effectively. All positions hold the key; even though every position is not that of an executive or manager. According to Silzer and Dowell (2010), whether a company succeeds or fails is determined by its talent. This writer believes with the global and technological expansion of the 21st century talented people will always be in demand. …“Collins (2001) suggests that having the right people comes before having the right strategies” (p. 3); as a result, this writer believes that organization will remain competitive with their internal and external quest for talent.
The next step in the recruitment process involves attracting the potential employees, using various methods.
A solid and effective recruiting and selection process improves your chances of hiring the right person for the right job and more effectively identifies individuals who will fit best into your organizational structure.(Burley, 2014) Finding the right candidate can make or break a company. When recruiting a candidate for a position, as district manager I will be looking for a person who has the qualities to help to make Dunkin Donuts a successful organization. The plan I have is to understand the positions in which I am hiring for and what makes and person qualified for the position. Only after a thorough job analysis can a quality job description be created for use in recruiting and selecting the proper individuals.
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
Recruitment is an important tool in the selection process for any company looking to hire the best. The old program targeted freshly graduated college kids and Arrow did this to upgrade the professionalism of their salesforce. However, the program encountered many problems due to lack of skills specific to each location and the insecurity of old employees, stemming from new recruits holding stronger credentials. Arrow should screen new recruits because it is more profitable when the stakes are higher and small differences in talent can lead to large differences in productivity such as in sales. Developing and implementing multiple screening is an effective strategy in order to sort applicants, from the low skilled applicants compared to the high skilled applicants. A common misconception when recruiting is judging an applicant’s behavior as true or a façade to acquire the position. With multiple phases of screening, it will signal applicants that have high confidence in their abilities to strive for the position and repel those who do not.
In order to perform successfully and remain competitive, a business must have a good recruitment and selection team within their human resource function. Recruitment must
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.
The talent management is defined by the Five STAR program where managers “begin a process of cascading, aligning, and translating these imperatives into clear goals and SMART (specific, measurable, attainable, realistic, and timely) objectives that relate specifically to each of the five STAR points” (NCHL). The programs institutes and refines goals, stipulates accountability and heighten company objectives correlating with each employee’s potentials. The principles of the succession planning and talent management strategy are to review and assess key talents to foster innovation and advancement in their careers.
Recruitment is the process which helps in linking employers and the jobseekers. In short recruitment can be understood as,
Once all of the applications for the job vacancy have been submitted or received by the business, then the business must then select the best individual candidates that are best suited to the job vacancy these candidates will then be advanced to the next stage of the selection process. The selection process involves five main stages these stages are: first shortlisting potential candidates for the job vacancy, interviewing and testing the potential employees, offering or rejecting the potential employees, looking at the employee’s references and finally signing the contract of employment. Shortlisting candidates Once the business has received all of the applications from the candidates that have applied for the job vacancy which was being advertised
To conclude, recruitment and selection process is all about finding and hiring the right person for the right job position. Selection is the process of conduction interviews and different tests, then choosing the most suitable applicant for the job. Recruitment and selection process is recruiting the right person for right job through different of tasks.