Randstad: Recruitment and the 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.

The key in the selection process is to choose a strategy for screening your candidates so that you are able to view the people that or most qualified for the position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and reference checks are often done by a third party. Many companies are beginning to incorporate assessment tests and activities into the selection process to insure additional training is not necessary for potential candidates. These screenings can be very important in weeding out the wrong candidates and keeping potential good fits for the position in place for the

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

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:

Selection is the second stage in a normal organization entry scheme and starts at the end of recruitment. It involves identifying candidates who meet key requirements through a battery of tests and purposeful interviews. The selection

All the more, some important rules, regulations and guidelines that employers must utilize entail Uniform Guidelines on Employee Selection Procedures, Sex Discrimination Guidelines, Religious Discrimination Guidelines and National Origin Discrimination Guidelines (Heneman, Judge, & Kammeyer­-Mueller, 2012). These guidelines establish uniform standards for employers for the use of selection procedures and to address adverse impact, validation, and recordkeeping requirements. Essentially, these guidelines document a uniform federal position in the area of prohibiting discrimination in employment practices on the basis of race, color, religion, sex, or national origin. Further, these guidelines help outline the requirements necessary for employers to legally protect employment determinations based upon final selection actions and specific selection procedures.

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

Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons’ most likely to succeed in the job or jobs given management goals and legal requirements.(ukcbc.ac.uk).

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

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

In addition, selection systems must be designed in such way to make it compatible with the organisation's structure and operations. In a hierarchical organisation the design process will used top-down approach and be highly procedurals, whereas in a flat organisation the design process may proceed more informally. Thus, those approaches will have to match with the organisation's culture, compatible with HRM systems, acceptable to each line of staff, employees, customers, etc. The size and scope of the system also important, that it will have to match available resources, in terms of staff, time and budgets. To address all the issues in selection design process, the involvement of the stakeholders is a must.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

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

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