Recruitment And Selection Of The Leisure Industry

Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).

Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

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.

“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

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

The process of selection and appointment of suitable candidates for jobs in an organisation, in a short span and cost effectively manner. The process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting candidates, hiring and integrating the new employee to the company. It is a critical activity not only for the HR

Recruitment provides opportunities for the organisation, even the individual’s development. Understand our business need is the way we used to develop position description.(“Recruitment – 10 Key Steps To Getting The Right Person, First Time!,” n.d.) Proper evaluation and description will lead the business to hiring the right person to fit the job.

In this is competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organisations for a competitive, motivated and flexible human resource that can help achieve its objectives.

Recruitment is a process of attracting the widest pool of talents for a vacancy, and there is a variety of ways to recruit new people.

CIPD (2015) projects that corporate talent recruitment budgets allocation are likely to grow and there is an increased demand for labour in the UK job market. However, CIPD (2015) further notes that businesses are experiencing an acute shortage of skills and there is an increase in competition among companies for top talents in technical, managerial and supervisory positions. Dychtwald, Erickson & Morison (2013) further supports these findings and attributes the UK’s labour shortage to a rapidly growing older generation and a shrinking younger generation. The desire to be successful, outmanoeuvre competitors and remain sustainable is deeply rooted in the business’ survival strategy (Shachar & Hirschl, 2013). Organisations have come to realise that to excel, a skilled and highly trained workforce is necessary (Campbell, Coff & Kryscynski Wang, 2012; Lin & Chu, 2011). Thus, organisations in the UK are increasingly searching for alternative strategies to outdo their competitor’s and recruit top talents. This research involves a large private food processing company in Suffolk that seeks to increase the number of applications for two problematic positions: Machine Operators on the production line and Supervisory Staff in the sales and marketing department. The study will conduct a brief preliminary investigation to determine the recruitment channels available to the HR (Human Resource) manager and then focus on the suitability of employing a recruitment agency. The

Equally a person specification acts as a vital tool to the recruitment process. Research suggests that a person specification ‘converts the job description into human terms, specifying the kind of person needed to perform the job described’ (Bloisi,

In order for an organization of any size to be effective and efficient it must build a strong team of employees. Finding qualified personnel that are committed and motivated to grow with an organization is a hard task performed by human resource management. This management position is defined as “The direction of organizational systems to ensure that human talent is used effectively and efficiently to accomplish goals.” (Human Resource Management, 2006, p. 4) In other words, it is the job of human resource management to maintain a staff of qualified personnel that is motivated in helping an organization accomplish goals and meet their mission statement. A manager in this department is entitled to recruit, select personnel, perform extended

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

Meeting the demands of today's changing business environment requires building and retaining a loyal and motivated staff. However, finding and keeping quality employees also pose a challenge to human resource management. Today's workers are no longer inclined to stay at one company for the duration of his or her careers. The most talented professionals often are courted by other businesses and the effects of turnovers can be costly. The time and money it takes to recruit, rehire and retain can quickly cut into the company’s bottom line. Employee turnover is inevitable but when excessive can put a company into the red. Many new employees do not become fully productive until they’ve been trained and gain experience, a process that usually takes several months. The time, effort, and money invested in those employees, walk out the door when they leave.