Human Resource Recruitment And Selection Of Employees

At worst this may contravene legislation that exists to protect individuals from discrimination. Other prejudices may be generated by particular organisational traditions regarding the ‘type of person’ considered suitable. However, it is important to ensure that the qualities of the successful applicant match what the organisation requires, perhaps in terms of being forward looking, customer focused or market orientated. It is easy to discriminate in the recruitment and selection process through personal responses and reactions to certain types of people. The recruiter 's perception is often influenced by striking characteristics or similarities to themselves. This is called the ‘halo’ effect and can work in either a positive or negative direction (the latter is sometimes called the ‘horns’ effect). The halo effect acts as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter would be at an advantage, while a person not wearing a suit would not be management material. It is often the case that people judge more favourably those individuals with whom they have something in common. Ultimately, you are seeking the best person for the job and any discrimination, intentional or not, may prevent you from achieving that.

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.

In the growing and competing business world today, it solely reflects on the HR manager to practice the best strategies in the recruitment and selection process while recruiting the best among the vast talent that is available. The HR Manager’s decision in selecting the right candidate is essential in the development of an effective workforce leading successful organisations. A successful employment relationship builds excellent talents and a perfect organisation (Salamon 1998:3).

Each of these objectives requires special attention and accurate planning and execution. It is of utmost importance for every organization to employ a right person on a right position. And recruitment and selection plays a pivotal role during such situations. With shortage of skills and the rapid spread of new technology exerting considerable pressure on how employers perform recruitment and selection activities, it is recommended to conduct a step-by-step strategic analysis of recruitment and selection processes. With reference to the current context, this paper presents an incisive review of previous literature on the recruitment and selection process. This paper is primarily based on an analysis of six pieces of literature conducted by practitioners and researchers in the field of Human Resource management. Various researchers have contributed to the field of HRM, and have offered intensive and profound knowledge on the branches of HRM such as scientific recruitment and selection, Manpower management, Job analysis, Need and purpose of Recruitment, and so

Organisations are required to comply with legal requirements pertaining to recruitment and selection and HR professionals should have an in depth knowledge of employment law and an understanding of why these practices need to be observed, not only in mitigating potential risk to the business but also to improve the effectiveness of recruitment processes, enhancing the employer brand. Key areas include:

v. Manager of Recruiting at CIC, Suzanne Rodriguez, has views in line with the HR manager. As the manager of recruiting practices at CIC, she will be looking for a way to ease the process of her

The topics I am going to discuss in this assignment are Recruitment and Selection. According to Foot and Hook (2011:161), ‘’Recruitment is commonly referred to as the attraction phase (e.g. Murphy, 2008b) and can be further defined as all activities directed towards locating potential employees, stimulating the interests of potential applicants and attracting applications from suitable candidates’’. Torrington et al (2014) propose selection as referring ‘to the methods used to decide which applicant to appoint to a vacancy’. I am going to discuss how recruitment and selection contributes to the effective operation of the HR Management purpose and also the challenges human resource management faces when hiring new employees such as availability of resources, not finding a certain candidate for a suitable position and not being able to find the talent they require. Also, I am going to include logistic examples of recruitment and selection from my chosen company which is Coca Cola enterprise.

The purpose of this essay is to explain the process of Recruitment and Selection with reference to the statement: “HRM is essentially about managing people in a way that maximizes and rewards the contribution each person makes to the organization “(Carberry and Cross 2013, p.2). Recruitment and selection is one of the tasks of the HRM, who cooperates with the line managers of the specific area in order to conduct this process. Moreover, this process is about identifying and attracting potential candidates to the organization, which are then assessed for the employment. Recruitment process occurs from within or the outside of the organization, whereas selection occurs when the HR along with line managers chose particular candidate for the position from the pool of applicants. This essay will discuss the significance which process of recruitment and selection have on the future of the organization and what are the possibilities to make the process as effective as possible to achieve the best outcomes for the organization. Additionally, it will explain the role of HRM and line managers in this process and how it can affect the organization.

The requirements of HR Recruitment within an organization have undergone major changes in the last several decades. Knowing the importance of the system, the process now exists in all the organization for better efficiency.

It is the job of the Chief Human Resource Officer, also known as the CHRO to ensure that their company recruits and hires optimum employees. I as the CHRO of my company comprehend that workforce management encompasses various aspects of Human Resources which includes; payroll, benefits, time and attendance, career planning and succession, acquisition of new talent, forecasting and scheduling, performance management, employee self-service options and labor budgeting. There are several things that I as workforce management, need to accomplish so that my company is successful. First, I will need to be educated on the legal statues that affect the selection and hiring of employee. Next, I will need to be able to clearly state the qualifications of specific job positions. The last thing that I will need to do is research, evaluate and compare several selection devices / processes that would work effectively in choosing the perfect candidates.

The company’s determination in investing in its human capital has proven beneficial in many ways, such as constant improvements and cordial environments. The Recruitment process of companies should be centralized which means that every decision is made with the consideration of the top level management and should prefer involving the entire department’s decision.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

The term “organization fit” describes when people are compatible with the organization they work for. Hence, they provide the organization with what it needs and vice versa. However, there are many cases where new hired staff does not fit in with the culture of the organizations. Although they may possess all the requirements needed for the position, they may not be compatible with the population they serve. Not only does this cost the organization money, but it has negative impact to the work environment and productivity. In order to minimize hiring the wrong individual organizations can follow different approaches.

The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to

We are committed to provide an outstanding experience in Automotive and associated businesses to all our customers through superior value products and services.