Human Resource Recruitment And Selection Strategies

Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.

Although, they are not identical, Kindred and Humana use varies avenues to ensure the right employees are selected to help maintain each organizations visions. The purpose of this paper is to explore the process used by human resource managers (HRM) to ensure the right employees are selected.

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).

The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the

Once the HRD's position is explained and described, the next step is recruitment procedure. Recruitment procedures can be defined as the most suitable candidates for a vacant in that position (Farnham & Stevens, 2000). Hire a right people is crucial and difficult; therefore, the accurate methods of recruitment will attract the most suitable candidates to HRD position (Froschheiser, 2008).

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

As Director of Human Resources my goals are to formalize the recruitment and selection process, establish policies regarding compensation, provide job analyses and determine descriptions for new jobs as the need arises. I anticipate that the challenge will be to lead the organization through a cultural shift away from its current recruitment and selection model and to successfully manage organizational change across a global workforce. Currently we are in the middle of a recruitment and selection campaign for two administrative assistants to support the Human Resources unit as we lead organizational change.

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:

Employee recruitment and selection are crucial processes amongst other activities of an organization when it comes to employment and people management. It is a general knowledge that the most important asset of an organization is its “employees” since they offer perspectives, values and attributes to organizational life; which if managed effectively can be of considerable benefits to the organization.

The necessities of HR Recruitment inside an organization have experienced real changes in the most recent quite a few years. Knowing the importance of the system, the process now exists in all the organization for better efficiency.

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

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

"Attracting top talent to an organization has never been more difficult", are the words of senior recruiter Hamish Davidson of Veredus Executive Resourcing chairman who has more than 18 years experience.

Recruitment is among the many functions of every organization's human resource management that critically influences the organization's performance. There is a negative impact on the organizational performance and goal achievement limited by poor decision making concerning the recruitment process. Companies should implement effective recruitment and hiring strategies aiming at acquiring skilled personnel for every job position. This paper discusses a strategy used to recruit a highly qualified pool of job applicants while staffing an organization (Kleiman 2002).

Recruiting the right candidates for position can certainly be one of the biggest HR challenges that any organization can face. This can be especially true when business needs are rapidly growing or in high turnover industries. I have recently worked in a recruiting role and have witnessed the difficulty that turnover can cause when recruiting and retaining employees.