Human Resource Management: Handle Selection Process

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 and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

Interviews - This is often the second step in a selection process, it is often used after a group of applicants have been short listed and allows the recruiter or hiring manager an opportunity to ask further questions about an applicants experience and get a feel for their personality, and fit into the organisation and role.

Having compiled a list of candidates who are interested in the job, the task now is to select one of them. Below are some types of selection procedures and their advantages:

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

The advantages of relying on tests or assessments to select the best job candidate is highly dependent of whether or not the assessment measures the most influential business outcomes for the company doing the hiring. It is important to remember that evaluating candidates is not the primary goal when using assessments. Improving performance outcomes of employees is the ultimate goal of choosing and using the most effective assessment. Companies are in business to increase their bottom line. Learning about their potential employees and

A selection system in human resource management is combination of tools and procedures used in choosing a person who is qualified for a certain role, who can successfully bring valuable contributions to an organization (Foot, Hook, & Jenkins, 2016). An effective selection system is fundamentally based on job analysis so that the selection tools utilized in the recruitment process add value to the organization. This selection system provides a framework for recruiting an accountant, and it provides job analysis for the position as well as the selection tools and procedures for the position.

Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description):

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

A one on one interview is the most used and effective method by employers for employee selection, but how can one be effective and successful during an interview? I have heard repeatedly from my supervisors that all a person needs is 5 minutes to form their own opinion of you; with that being said, your initial presentation of yourself, visually and verbally can stop you from being successful before the actual interview begins. You have to be able to understand what the employer is looking for, and you need to present your case of why would you be an asset to the prospective employer. It all amounts to how well you can sell yourself; in the next few paragraphs, I will discuss a few steps in which you can also reference as a checklist on how to win in an interview. “If you’re on time you’re late and if you’re early you’re on time.”; I’m pretty sure most of you have heard this saying at least one time in your life, if not you might want to write that down as it may come of some use in the future. Punctuality is the key to success, if you just show up on time for an interview, or actually have the audacity to show up late, what does that say to your potential employer about yourself or your work ethic? As I stated earlier, first impressions can be everlasting, by showing up early the employer might or might not notice, but if he/she does that person might be impressed for the reason as that shows your sense of urgency and how

Selection system A selection system in human resource management is combination of tools and procedures used in choosing a person who is qualified for a certain role, who can successfully bring valuable contributions to an organization (Foot, Hook, & Jenkins, 2016). An effective selection system is fundamentally based on job analysis so that the selection tools utilized in the recruitment process add value to the organization. This selection system provides a framework for recruiting an accountant, and it provides job analysis for the position as well as the selection tools and procedures for the position. • Job title: Accountant This position generally involves providing the day to day support to the accounting function of the company. •

Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because