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Recruitment and selection process conclusion
Main features of the recruitment process
How important job interviews are
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Recruitment and Selection is the process of attracting (sourcing) and choosing (placing) candidates for employment with the desired knowledge, skills and experience to fill job vacancies against defined position descriptions and specifications. Although linked together they are two distinct functions.
These two distinct functions are areas of decision-making that requires thorough attention and best practise guidelines. These best practise guidelines are primarily designed to assist in implementing effective and fair recruitment and selection processes, which will contribute to the success in appointing the best candidate.
The Basic Conditions of Employment Act (BCEA), Skills Development Act and the Employment Equity Act have a direct influence
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Proper planning and evaluation of the need will lead to hiring the right person for the role and team.
- Analyse the requirements of a job
It is the core of a successful recruitment process. It is used to develop interview questions, interview evaluations and reference check questions.
- Develop Recruitment Plan
A carefully structured recruitment plan maps out the strategy for attracting and hiring the best qualified candidate.
- Talent Sourcing (advertise the position)
A job vacancy may be advertised in a variety of ways
- Review Applicants and Develop Short List
Applicants are those who apply during the initial application period. All applicants must be reviewed and considered and the short list development must be based on desired knowledge, skills and experience to fill job vacancies against the defined position description and specification.
- Conduct Interviews
It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both.
• A range of different methods can be used to assess candidates, this could include general and competency based
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It is an important courtesy to formally notify unsuccessful candidates of the outcome of their unsuccessful application.
- Induction of the new recruit
It is the process of introducing the job and organization to the new recruit and to help them become familiar with their new work environment.
Recruitment is the sequence of co-dependent and linked procedures (processes) of finding available and qualified candidates (from within or outside of an organisation), for a vacant position in a timely and cost effective manner.
Two methods of recruitment can be used, namely Internal and External Recruitment. Either one or both methods can be used to recruit candidates for vacant positions.
The Internal recruitment method is characterised by promoting or transferring employees from within an organisation. Systems such as bulletin boards, intranet posts and internal communications can be used to advertise such vacant positions.
Advantages of Internal recruitment include:
- Employee morale
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.
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).
Recruitment In the recruitment process, organizations such as, SBCUSD, strive to attract individuals on a timely basis and retain the most qualified employees to ensure that the best services are provided for its consumers. With many programs and over 70 schools to service, Mr. Wiseman, has a very important role. He needs to find the personal to staff these schools and account for all extra-curricular activities so that they run as smoothly as possible and within budget. In order for an organization to reach their staffing needs employers begin their search with an employee requisition that specifies the details of the position being pursued.
Recruitment is an important part of Human Resource Planning. People are an essential resource in a business and therefore need to be used effectively in order to benefit the business.
The literature review will discuss the pros and cons for both internal and external recruitment. Studies have shown that depending on the organizational structure either of the hiring processes can be very beneficial to an organization.
More and more organizations understand that human resources are their most important assets.. As everyone wants to get the best people for their organisations, the hiring department has to spend a lot of time in finding and hiring the right person(). There are many factors we have to consider when making a hiring plan. A well defined job description in relation to the actual needs of the particular division is very important. Participation of the management and related team members is highly recommended.
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.
Recruitment play an important role in the success of an organization. In today’s world, every organization needs to hire people who are adaptable, loyal, knowledgeable, dependable and confident. The following are the main 4 important reasons why an organization needs to follow the recruitment and selection
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.
Employee selection is a process where employers collect and evaluate information about all candidates who submitted their information through application forms to extend offer of employment. Within this process it mainly involves eliminating as many applicants who employers see as unqualified in order to identify the right person for the job. In comparison with recruitment process that comes before selection process where employers would try to recruit as many applicants as possible to give all job seekers equal opportunity to apply for the position and see what the public currently can offer to the company. However, now that they have recruited enough people it 's time to short list through a selection process. Selection process also consists of assessing applicants. Regardless of what method that is being used it has one goal, which is to ensure that organisation hires the right person for the job offered. (WAG Mobile , 2013)
Workforce Analysis - compares the levels of representation of the designated groups on staff to representation numbers in the general population from which the company hires and record any gaps that might exist.
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)