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
The drawbacks to these types of programs are very few. They all streamline the processes of employee compensation, time keeping, benefit schedule and timeframes for evaluations for improving productivity. These chores used to be done by hand, filed by hand, and updated by hand, this could be, depending on the size of the company and the number of employees, a daunting task, expensive in and of itself. However, having said that these programs make an HR professionals’ life a bit easier, one would tend to think about those individuals in the workforce who are not computer literate and therefore may be unable to access such programs. It is true that time will correct this situation as most school age children today have learned computer literacy but until then a solution must be made available for this factor. Other than the problem of the computer illiteracy these programs are viable and a valuable tool to help in sust...
The realistic recruitment message has advantages and disadvantages. The message informs applicant’s exactly what the job entails. This can lead to higher job satisfaction and lower turnover. Providing applicants with realistic details of the job allows them cope with the demands of the job (Heneman, Judge, & Kammeyer-Mueller, 2006, p. 224). However, the message can also lead applicants to not apply for a position or to withdraw from the recruitment
Companies used various methods for recruitment, such as online job search engines, job data bases, in house advertising, billboards, employee referrals, and word of mouth. These methods have both caused company growth and company regression. Some methods hinder certain groups from completing an application and others promote an equal playing field for potential recruits. Company’s typically use various metrics to consider employment for available positions. An initial method used by companies is cost-per-hire which contributes to the money spent on recruiting, training, developing, travel costs, and company equipment cost. Staffing efficiency ratio is also a major metric which is the firms recruiting cost divided by the total starting compensation of new
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.
Unlike many other companies’ creative recruitment strategy will be created for this company as well. The recruitment strategy further compromises of induction policies and also staff development training programmes (Roberts, 2016). The strategies for the companies are
The next step in the recruitment process involves attracting the potential employees, using various methods.
The article I chose to critique is called, “The complexity of recruiting”, by Pradeep Sahay. The author has been in the recruitment industry for 20 years and shares his experiences in the field of recruitment. Sahay focuses on some of the challenges in recruitment in todays society. Sahay provides his insights on key drivers of recruitment.
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.
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.
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.
Recruitment is the process which helps in linking employers and the jobseekers. In short recruitment can be understood as,
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.