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Theories of recruitment and selection IN AN ORGANIZATION
Theories of recruitment and selection IN AN ORGANIZATION
Theories of recruitment process
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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
Like every author, before begins to write a story or novel. The author needs to have a structure from which to build a good story or novel. Most writers will prefer to use their personal experiences as the start of their structure, while other authors may prefer to write about current events that they are experiencing in their lives. Flannery O’Connor was born at Savanna’ St. Joseph’s Hospital and raised in Savannah Georgia, where she became obtaining her inspirations as a writer. O’ Connor’s parents, Regina Cline O’ Connor and Edward Francis O’ Connor, both came from Roman Catholic families (Connie 3), which will help her build a strong religious faith that would stay with her all of her life. Based on her personal experiences, O’ Connor become building a strong Catholic background, which obtained an enormous impact in her short stories. O’ Connor’s stories are mostly influenced to her personal life, as she believed, it would be easier for the readers to see and understands her personal life.
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
Do you have what it takes to be a qualified candidate?Elective officials also known as candidate have a very important role in society.The president started off as a candidate and he is a important person to the U.S because he runs everything that protects us and keep the country from going down hill.He has been dealing with terrorism and more ,and that is a lot of work for one man to do but he still does it.That also includes passing laws to prevention of terrorist attacks.Along with all that comes great responsibility.A good candidate is well-educated, able to make good decisions,and possesses strong leadership qualities.
...rential than those who lack in these areas. All skill predictors will be defined in the job posting and in the initial interview. The candidate will be given the opportunity to discuss these skills and any concerns that they may have during and any time after the process is over. Being able to match the KSAO’s of the job with the experience of the candidate will make the selection process easier. This will help to solidify that the accurate choice of employee has been made.
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
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
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
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.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Apart firm this, there are however good and bad statements to be made on selection interviews. Depending on the attitudes and relationships between the interviewee and the interviewer, there can be good and bad turnouts that could effect M&S. The process of selection interviewing Almost every employer includes a face-to-face interview as part of the selection process. The initial selection interview might be delegated to a recruitment agency or a local job center, but most employers would be more reluctant to take on new employees without having met them in person. The interview, however, continues to be the most popular and frequently used method of selection, even though it is thought that research studies have found interviews to be poor predictors of future performance in a job. This is referred to as low validity.
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.
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for 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)