INTRODUCTION
The aim of this assignment is to show a theoretical knowledge of how organisations engage in finding and developing talented individuals. The first part of the assignment concentrates on the methods of recruitment that organisations use in finding talented staff and the second part focuses on methods used to select these individuals.
RECRUITMENT AND SELECTION
Recruiting and selection plays a vital part in shaping the effectiveness and performance of an organisation as these depend on making a good hire and a bad hire could prompt to increase in staff turnover and lower employee morale (Acas, 2012).
RECRUITMENT METHODS
According to Weightman (2004, p. 107), “recruitment is the business of attracting suitable candidates for
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184).
Taylor (2008, p. 244) states that graduate recruitment is very time consuming and costly as “it averages in excess of £5000 per person recruited through graduate programs” most of the time and money is spent on sending organisation representatives to talk to various students, staff and stand on career fairs. According to Association of Graduate Recruiters cited by graduaterecruitmentbureau (2015) graduates are proven return on investment as they contribute £1 billion of added value to the economy annually as well as their salaries are lower than the experienced staff, thus making it one of the most effective ways for the organisation to find talented individuals.
SELECTION METHODS
According to Weightman (2004, p. 108), “the complexity and permanence of the job will be reflected in the nature of the selection process” thus straight forward job would have a simple procedure, whereas complex job would have various stages in the selection process.
INTERVIEWS
Premuzi and Chamorro (2010) suggest that interviews are crucial and central part of the selection process. It is the most frequent techniques in the selection decision. A recent study shows interview is used in more than 90% of the selected assignment (Roberts 2005, p. 122), Thereby making it more popular from the candidate
Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.
The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.
Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.
Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)
Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.
“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)
Identify and assess at least four ways that affect the organisations approach to attracting talent
There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example, in times of high unemployment it is far easier to attract high levels of talent, as there are many unemployed suitable candidates in the job market. Similarly it is easier to retain staff as they are less likely to leave due tot the difficulty of finding new suitable employment. Political factors such as changes to minimum wage may also have an effect on talent planning, it may be that an increase in minimum wage will
Dr. Sharon Fletcher Recruitment and Selection StrategiesFormulating a thorough recruitment process is essential to ensure the right individuals are hired, efficiency and effectiveness are achieved, and subsequently organization goals are met. Considerations in the recruitment and selection plan include: organizational strategies; understanding the workforce, comprising projected needs, diversity objectives and demographic changes; company branding; recruiting
According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.
This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.
Hiring practices involve two interconnected requisites: recruitment and selection. It is important to understand both concepts for the purposes of this paper. The textbook, Recruitment and Selection in Canada, Fifth Edition,
Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.
Job design focus about the job requirements of employees. Therefore they need to have skill, knowledge and ability to perform the job. And talent management strategy and practice help for the selection process to emphasis on performance result evaluation
Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.