Recruitment And Selection For Organizational Strategy

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).

Human Resources often begins as very tactical policies, records, compliance, discipline, compensation, benefits, job descriptions, hiring, performance management (). Taken to the next level, HR becomes strategic, connecting employees to the business mission, values, and vision, in order to drive business results (). Employee goals and metrics align to the business strategy and rewards tie into results. Additionally, careful consideration is given to developing talent pipelines, employee succession plans, and career planning in order to respond flexibly to the inevitable work flow and staffing changes that all businesses experience ().

Human resources (man power) is key factor in any business environment and for every organization in order to be successful, they should maintain and manage a vibrant, active and properly trained, motivated and skilled workforce with them. Therefore, recruiting, train, manage and retain a work force is an integral part of the business process cycle for every organization. In order to ensure an effective working recruitment and selection strategy, Clapton needs to concentrate and implement the following:

In today’s growing population of professionals, it is essential for organizations to implement, articulate, and accentuate the best employee selection and performance appraisals methods. The selection process is what an organization uses to determine which job candidates successfully meets the demands of the job. It also determines what job applicant will fit the organization culture and present work groups. If the selections methods and practices are done poorly, this can ultimately jeopardize the

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:

Recruiting can be viewed as a screening process. This is especially true during periods of high unemployment, when the job market is characterized by an oversupply of talent. Under these conditions, the recruiting function in an organization is to eliminate unqualified people as much as to seek out talent. To improve the quality of an overall recruiting process, each step of the process must be designed to maximize the probability that the candidate ultimately selected meets the expectations of the hiring manager. One way to do this is to maximize the chances that an unqualified candidate is screened out at each step. The following are some key areas in which to focus on quality (Ibid.).

RECRUITMENT & SELECTION PROCEDURE INDEX 1.0 Scope 1.1 Purpose of the Procedure 1.1.1 Legal Requirements Recruitment and Selection Framework 2.1 Overview of the process Recruitment and Selection Provisions 3.1 Review the job and the need for it 3.1.1 Politically restricted posts 3.1.2 Unsupervised access to children or vulnerable adults 3.2 Design Selection Process 3.2.1 Panel Composition 3.2.2 Selection Tests 3.2.3 Interview Questions 3.3 Advertising 3.3.1 Advertising of vacancies 3.4 Short-listing 3.4.1 Short-listing 3.5 Interviewing 3.5.1 Arrangements for interviews 3.5.2 At the interview 3.6 Selection 3.6.1 Decision to Appoint 3.6.2 Checks 3.7 Offers 3.7.1 Offer of employment 3.8 Other requirements 3.8.1 Post interview feedback and

IKEA, which is a famous furniture company in Swedish has dominated in furnishing market for many years. Its success delis on its strategies in large part. This report is trying to analyze IKEA’s strategies on the basis of related literature.

HR also needs to be cognizant of how the recruitment process will directly affect the quality and diversity of the applicants, the effectiveness of the interviews, how quickly the position is filled, and criterion used to determine the ability to hire the best person for the job.

In order for the healthcare organization to attract and retain employees, it needs to measure the effectiveness of the recruitment and selection process. There are

Most companies understand that recruiting, developing, and retaining talented employees is critical. Talented employees provide organizations with a competitive advantage that is not easily reproduced. However, it takes a talented Human Resources (HR) department to place the right employees in the right jobs. Talent management applies to all employees of an organization, especially the HR department. A dedicated HR staff supports the company’s vision and mission. Therefore, it is vital to have a talented HR staff in place to support the organization’s objectives. This paper will examine the staffing of an HR department at Ohio Bath Solutions, LLC. First, the paper will analyze three HR functions: recruitment, compensation and benefits, and training and development. The paper will assess the impact of each function in adding value to the company’s HR department. Next, the paper will develop a job description for a compensation and benefits specialist position at Ohio Bath Solutions. Third, the paper will identify the best recruitment method and selection method that the company uses to attract talented candidates for the HR functions. Last, the paper will develop a compensation and benefits package for the new HR staff.

The purpose of this paper is to discuss the role of recruitment and selection in strategic management. Byars & Rue (2008) defined recruitment as an activity that seeks and attracts a pool of people from which qualified candidates for job vacancies can be chosen. Byars & Rue (2008) also defined selection as the process of choosing from among available applicants the individuals who are most likely to successfully perform a job. The roles of recruitment and selection in strategic management are varies. Recruitment and selection is an important phase in order to hire the right candidates, to find qualified and skilled workers, to eliminate personnel glitches, to reduce costs of training and development, to recognise the needs of the organization and to manage the candidates.

Using statistical analysis and data to recruit high-quality workers who will perform well and stay with a company for a long time required skilled individuals who are trained and knowledgeable at selecting the most qualified candidates (Mathis,

Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.