Recruitment And Selection Essay

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Recommended: Theories of recruitment and selection IN AN ORGANIZATION

Finding reliable and valid methods of recruitment and selection is a major concern for Industrial and Organisational Psychologists. Recruitment involves gathering applicants for jobs, whereas, selection involves procedures for choosing the best candidate for the job (Spector, 2012). Recruitment methods include advertising, employee referral, employment agencies, school recruits, walk-ins and the internet. Selection methods consist of psychological testing, biographical information, work samples, assessment centres and interviews. Reliability and validity are factors used to determine if a procedure is empirical or scientific. In the instance of a psychological test, reliability refers to consistency in measurements at every trial and validity …show more content…

A job analysis may be conducted using one of two approaches namely, a job-oriented approach or a person-oriented approach. Using the job-oriented approach, the job is broken down into tasks and each task is examined and described. For example, a secretary may be required to answer the phone, and take minutes. Alternatively, the job-oriented approach may examine the characteristics of the job. For instance, the secretary may use a computer to type a letter. Examining characteristics of a job allows for comparisons with other jobs. For example, a legal aid may also use a computer to type a letter. The job oriented approach may lead to the creation of manuals for a job. It gives specific details about how a job can be successfully carried out. Although this essential for some jobs that have fixed, recurring processes, such as an auditor, it may not be relevant to jobs that are unpredictable and dynamic, for example, a marketing manager. These jobs may require a person-oriented approach to job analysis, people matched with …show more content…

When a process is empirical is it viewed as unbiased. The purpose of allocating resources for recruitment and selection is for the organisation to fit the best fit candidate for the job. The best candidate will likely give the highest returns in term of performance. Cognitive psychology has informed the recruitment and selection process because general mental abilities are considered a factor in finding the right fit for employees for an organisation. The psychology of individual differences has also informed the process as illustrated by the use of the big five-factor model and Holland's personality and workplace fit theory. This theory is used widely in recruitment and selection. These psychological theoretical frameworks are used in job analysis procedures to establish KSAOs for organisations. These KSAOs are used to create job descriptions and specific abilities, values, aptitudes and skills are assessed. Psychometrics are frequently used to find the best candidate for the job from a pool of applicants. When used in tandem with other measures the job performance predictions are reliable and

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