Nokia's Repruitment And Selection Process In Nokia Company

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.

The use of headhunters and newspaper marketing is ineffective in the present market as very few people use make use of a newspaper or articles in the magazines. The market of today has evolved to become digitalized and so have the job applications (Phillips, & Gully, 2015, P.1417). Many organizations nowadays employ the use of technology in their marketing strategy, and this can be a vital tool to recruit new employees. Application of technology in employee

To effectively regain entry into the markets and remain competitive, the memo emphasizes on the evolution of Nokia and ensure that innovations are delivered to the market in a timely manner. Collaboration among the staff is

“Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most

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

Using the services of Process may be the key aspect while recruiting employees playing with IVA Citrus there isn't style of procedure with regard to hiring regarding employees simply just different links utilized for hiring because of that expected employees aren't selected in addition to efficiency in the organization decreases time by means of time and as a result attitude in the organization, bad outcomes shows throughout the working in the

Despite Nokia’s days of achievements and success, already having the advantage of being a worldwide well-known brand adds to their advantage and hence forth it is not too late to gain a competitive advantage.

Appropriate staffing can be the key to success for many organizations therefore, the human resources (HR) department must develop a staffing plan. In this paper I will develop a staffing plan for a new division at T-Mobile called Loyalty. Loyalty will consist of marketing, customer service, distribution, and accounting. Specific strategies to recruit the appropriate applicants including the legal compliance of said strategies will be developed in this paper.

As technology advances, so does the opportunities for organizations to connect with an enormous pool of talented applicants. Therefore, organizations like the Medical College of Wisconsin (MCW) must hire, retain and develop the right people and put them in appropriate positions. So, MCW has identified and utilizes the proven interview technique named behavioral interviewing. The behavioral interview technique is used to gain insight of a candidate’s experiences and behaviors to determine the potential success of the candidate. In fact, research indicates that behavioral interviewing is 55 percent predictive of future on the job behavior compared to 10 percent of that of traditional interviewing

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,

From Nokia’s vision and mission statement it can be inferred that Nokia wants to be known for its credibility and to be a market leader again as it was before the year 2007 (Kess, 2014). Nokia understands that the company has to use innovation to offer products that are not yet

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

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.

In this age of technology, it is amazing how quickly a technological advance can become obsolete in a very short span of time. Nokia was the only name in cell phones in the early 2000’s, now some consumers have no idea who Nokia is. The next generation of cell phone buyers are loyal to Apple since their smartphone hit the market and offered applications that Nokia considered a fad. By the time Nokia did realize that it needed to act and create competition for Apple, it was too late. Prior to the introduction of Apple’s iPhone, the company was known for providing cell phones that were easy to use. By the mid-to-late 2000’s, the company began introducing phones that even with a manual, were hard to figure out. Nokia’s Symbian-based E51 phone was introduced in 2008 and one user noted that upon receipt, “wondered about it for a week” (Dilger, 2013). The user compared it to his purchase of the IPod Touch six months earlier and stated, “I ordered my iPod touch, turned it on, and knew immediately how to use it” (Dilger, 2013). He had used the device daily for a period of over six months and did not once have to refer to the manual. The article goes on to state that Apple’s IPod Touch “was a huge success all over the world” (Dilger, 2013). In comparison to Nokia’s Symbian, the user described the phone as