The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.
The key concept of a recruitment and section process is to create a talent pool of applicants that are well suited for the job available. There are several reasons why they are beneficial to include into a recruitment and selection process. Firstly, Chapman and Webster (2003, pp. 113-120) reveals that electronic systems generate a higher quantity of applicants, with research by McManus and Ferguson (2003, pp. 175-183) reinforcing this and explaining that more educated and computer literate are likely to used electronic systems which is more suited for higher positioned jobs (Stone, 2013, pp.51). "Applicants rarely talk to anyone, even by email, during the hiring process" Article. On the other hand, some applicants may feel out-of touch using computer-based programs and turn them away from the job (Stone, 2006, pp. 229-244). However, a higher quantity of candidates is not always beneficial for an organisation. Web-based systems are shown to provide basic skill requirements and simplify the process to provide a detailed job description and to attract a higher quality of...
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... text and cases, Harlow, UK: FT/Prentice Hall. pp. 89-93
Scientific & Technical. (2006). Recruitment Process: The Recruitment Process Retrieved May 24, 2014 from http://www.scitechrecruit.co.nz/Employer+Services/Recruitment+Process.html
Stone, D., Lukaszewski, K. Stone-Romero, E., & Johnson, T. (2013). Factors affecting the effectiveness and acceptance of electronic selection systems, Human Resource Management Review, 23: pp.50-70
Stone, D., Stone-Romero, E.F., & Lukaszewski, K. M. (2006). Factors affecting the acceptance and effectiveness of electronic human resource systems. Human Resource Management Review, 16, pp.229-244
Reiter-Palmon, R., Brown, M., Sandall, D. L, Bublotz, C., & Nimps, T. (2006). Development of an ONET web-based job analysis and its implementation in the U.S. Navy: Lessons learned. Human Resource Management Review, 16, pp.294-309
Sam Nolan had proposed a new web-based job posting system for the organisation. The idea was to ease the hiring of personnel from within the organisation. The system would link Century’s managers, recruiters and the job applicants. This would lead to a lot of savings in terms of recruiting and training cost. Sam Nolan also gathered a project team to develop the idea. Later the project got endorsed by the executive vice-...
The next step in the recruitment process involves attracting the potential employees, using various methods.
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.
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
From the experience working as a business manager for McDonalds Ltd in the United Kingdom I experienced the effectiveness of the online recruitment the one of the major responsibilities of a business manager. The easy, cost effective and time saving nature of the process enabled the posting of the jobs in the real time without any delay so as a business manager I was more flexible and in control of other daily tasks very relevant to the business and workplace. The selective process was based on initial online recruitment, and because I had an opportunity to experience and test the system from the perspective of job seeker, I can clearly state that the applicant goes through rigorous selective process but fair enough to get to a next stage
The process for screening, selecting and hiring the best candidates for your organization can be long, tiring, and stressful if it is not structured and planned. Finding and hiring the right people can be one of the most challenging aspects for an organization (Mcdonald, 2012). The current employment market is actively searching for opportunities and new challenges. The organizations have a tremendous task to determine which candidates are best for the job. This paper will discuss alternatives on how to choose the best candidates that best fits the needs of your organization.
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
Unfortunately, the development of screening tools in the selection process is not valued enough in many companies. The main goal is the selection process is to hire the best candidate that fits the job duty and or culture of the company. It is extremely important companies make the right use of selection tolls and develop them effectively.
To understand and to appreciate the future recruitment scene, it’s auspicious to first understand how recruitment has operated in the past. This can provide a better idea of the challenges
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
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?
Once the process of recruiting has developed a pool of job seekers, the next step in the process of human resource management is to decide who is the best qualified for the position. Processing an applicant for a position needs a series of steps and divergent firms will have different processes for selection. Most organizations will judge the applicant through a series of devices, such as app...
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.
Press advertisements have word and space limits that might lead to loss of clarity in communication. In case of e-Recruitment, on the Internet, there is no word limit and all relevant details can be expressed unambiguously. Additionally, the automated application process can immediately separate the eligible and ineligible candidates and provide feedback to the under-qualified or unsuitable candidates for the
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)