Recruitment & Selection - Human Resource Management

4001 Words17 Pages
Contents i. Executive Summary 3 1.0 Introduction 4 1.1 What is HRM? 4 1.1.1 Significant HRM functions 4 1.2 Why recruitment & selection is an important part of HRM 4 1.3 Consequence of poor selection 6 2.0 Critical nature of Recruitment & Selection 6 2.1 Recruitment 6 2.1.1 Recruitment process (Fisher et al., 2006) 6 2.1.2 Recruitment objectives 7 2.1.3 Recruitment methods 7 2.1.3.1 Internal Recruitment method 7 2.1.3.2 External Recruitment method 7 2.2. Selection 8 2.2.1 Selection policy 8 2.2.2 Selection process 8 2.2.3 Selection methods 9 2.4 Steps used in selection process 9 3.0 How Recruitment & Selection influence other HRM functions 10 3.1 Identifying the Backward linkages of Recruitment &…show more content…
Recruitment begins by specifying human resource requirements (numbers, skills mix, levels, time frame), which are the typical result of job analysis and workforce planning activities. Furthermore, strategic business objectives are critically important to the overall recruitment-selection process. Initial screening is the step following recruitment which is basically a rapid, rough “selection” process. It is probably done only on the basis of physical characteristics. Selection process is the next step. This is the phase where samples of behavior either through tests and personal interview or through the testimony of others about a candidate as with reference checks is identified or analyzed. Past the selection stage, the organization is no longer dealing with candidates, but with its new employees. (Cascio, 2003) 2.1 Recruitment 2.1.1 Recruitment process (Fisher et al., 2006) ORGANIZATION CANDIDATE Figure 2 ORGANIZATION CANDIDATE Figure 2 Figure 2 according to (Fisher et al., 2006) shows the flow of process of Recruitment from organization’s perspective as well as candidate’s perspective. 2.1.2 Recruitment objectives * To attract people with multi dimensional skills and people with experiences that suits the organizational strategies and the future * To recruit outsiders with a new perception to lead the company * To hire people who think outside
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