Competence Based Recruitment and Selection

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.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

I think the purpose of this assignment is to explore different career planning option. It has many assessments

As already mentioned existing career theories dealing with vocational personality and environment Holland (1976) and Scheine’s anchors (1978) have been well respected and very adequate for many years.Those theories were helping many people to form and succeed in their career paths.

It highlights the professions and behaviours needed in order to progress successfully up the career ladder. It is broken down in to two central cores.

Career ambitions and competence help define an individual’s professional goals. When evaluating oneself for the planning process of resumes, identifying the most important and strongest interest is necessary. This will help convey clear and compelling points for the employer when one’s resume is

During this process, however the objective of the organization and the candidate may conflict since part of the of recruiting process is evaluating a candidate’s strengths and weakness but the candidate may only present his or her strengths. On the other hand, the candidate may not get all the information from the organization since only the appealing stuff may be revealed. The end goal for the organization is to hire someone that is not only qualified for the job, but someone that will also stay with the

Method of Selection: Successful candidates will be selected who demonstrate their leadership potential in the application process and supporting documentation on the following criteria:

I created the “Evaluation Matrix for Choosing a Career” to assist me in the process of examining the careers. In the “Evaluation Matrix for Choosing a Career”, I assessed the careers according to the criteria. The two most important factors for a career are its demand and salary. From researching, I

Personal clarity is identifying your passions, skills, barriers to success and tradeoffs to make more informed career decisions. Passions are activities or interests you most enjoy. Skills, or strengths / talents, are endeavors you naturally excel at and your abilities as a result of training or education. Barriers to success are any distractors which may inhibit you, like lack of confidence, stressors or financial burdens. Tradeoffs, or values, refer to what is important to you and what you are willing to give up to achieve your goals. While the perfect career encompasses your passions, skills and values, the single most important factor in determining job satisfaction and success is one’s passions or interests; and interests remain the most stable throughout one’s lifetime.

All these common mistakes must be analyze carefully in order to brand correctly your company. Remember that your target are your audience. The old adage that you have to spend money to make money is never more onvious than when it comes to marketing your business. Spend wisely, and you shall reap the benefits (lomodigest, 2013).

Barry, J. (2013, August 8). Arizona Construction Industry has Shortage of Skilled Workers. Retrieved from http://www.kpho.com/story/23089841/arizona-construction-industry-has-shortage-of-skilled-workers

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.

4. It enables the development team to discover potential errors and weak spots before a proper implementation which might be too expensive to correct

I here by declare that this thesis work entitled ³A study on recruitment and selection