The Importance Of Recruitment And Selection

The company needs personnel to work and to succeed. Generally speaking, the total personnel needs can be assessed but the strength of it is harder to anticipate. The total efficiency and success of personnel is influenced by the fact that the employees are in the right positions and receive the right level of compensation for their work. This is why every company needs human resource management.

Recruitment and selection are closely linked. Both processes are targeted towards recruiting needed employees. However, each process needs a separate range of skills and expertise, which means both process may require and be fulfilled by different individuals. This is why the processes, recruitment and selection, are treated separately. (Foot & Hook

Recruitment and selection are the next steps, where job positions to fill are decided through human resource planning and forecasting, the way of recruiting (internal or external), candidates fill their application forms, selection tools (such as tests, background investigations or physical exams) are used, interviews are help by a supervisor orsuch, and a job offer is made. (Dessler 2013, 164.)

Usually, recruitment and selection begins with human resource planning, which is the process the positions to fill and how they are filled are decided. It includes all the future job positions. Human resource planning should reflect the company’s strategic plans. The plans to enter new businesses or reduce costs affect the job positions needed to be filled, or eliminated. (Dessler 2013, 164.)

The goal of human resource planning is to look at the company’s point of view that the right skills are in the right place at the right time. Regardless of the size of the company, human resource planning is always needed. Recruiting includes all the measures required to recruit personnel. Recruiting can be internal or external. An internally recruited employee is already employed within the company. (Dessler 2013, 164-165.)

Human resource planning required forecasts of three things: personnel needs, the supply of inside candidates, and the supply of outside