Recruitment and Selection-External Environment

The agency today has a comprehensive recruitment process. Like any other career plan, to begin the process of becoming an agent of the FBI, you first have to contain a college degree. Contrary to the assumption that a major in criminal justice is needed to apply for a position in the agency, the FBI hires individuals with various degrees. This helps the agency have diverse teams and members for numerous field objectives. Once an individual is ready to apply, the first step is to go to the FBI’s website and create a profile for themselves. You provide personal information, a well-organized resume, and answer several questions that allow the individual to reassure they are qualified to even submit an application, and lastly submit important documents

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

Healthcare United is an organisation that endeavours to employ the best healthcare professionals. They aim to be the number one Healthcare professionals in Australia, currently employs 1500 Healthcare professionals in VIC and NSW and they wish to widen their operation and open another office in Hobart. Comparing the newly developed 2012 Healthcare United recruitment and selection policy and relevant legislation, I have identified some basic problems still existing in the 2012 recruitment and selection guidelines. Through a detailed analysis on the recruitment and selection procedure, Healthcare United can improve the procedures and the overall process.

Since the takeover of Mansini’s company by a national conglomerate, emerging challenges of Maple Leaf Shoes Ltd. has presented an urgent need for a Human Resources Manager who possess core skills and extensive experience in human resources to handle the short term as well as long term needs of the company. The increasing global competition, labour and production costs, managerial training and employee development activities faced by the company are issues that needed immediate attention, all of which can be handled only by a full time HR manager whose sole responsibility was to manage the hiring, orientation, training, appraisal and compensation of employees.

What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method.

Companies are made by people, so their success depends on the talent of its people. That is why finding and retaining qualified candidates is crucial to an organization. Hiring a worker has a number of basic decisions in planning and management of the human resources department. Over the course of this Session Long Project I will discuss the criteria when to place a candidate on the hiring shortlist, the tradeoff between the time taken on the selection process and the cost, the considerations the business should give to the application process, the considerations that should be taken during the interview process and the final decision of offering the job.

The quest for top talent is a continuous challenge for many organizations. Lately, in support of efforts to cut costs and increase the chances of employees being successful in their positions, many businesses are going through great lengths to find talent within the company itself. The internal hiring process is ideal for finding and hiring the best-qualified employee for a job opening in a timely and cost effective manner and is essential for the growth of the business. But before you promote from within, understand the strategies, advantages and disadvantages associated with internal recruiting recruitment.

Recruitment is the process of generating a pool of capable people to apply to an organisation for employment” (Gold 2007). Human resources recruitment strategy should complement the total business strategy of an organisation.

The process of recruiting and selecting potential employees who fit into an organisation should be regarded as more of a science that an art. The aim of recruiters should be, to hire the right person for the right job the very first time. This requires prior preparation from both the recruiter and the applicant. Failure to hire the right person leads to waste of resources such as time and money, not to mention; a potential loss of business and a high employee turnover rate. Hiring procedures depend on the the position currently waiting to be filled. It is necessary to start with assessing the needs of the job, essentially creating a job description (Roselius & Kleiner, 2000, pp. 17-20). This makes it simpler to advertise for the position

Recruitment strategies in an organisation are intended to identify suitable employees who fit well for the business (Ahmad & Schroeder, 2002). It is a very complex process that needs to be carried out correctly and if not; can incur substantial costs for the business. (Pets, 1997) acknowledges this and highlights that due to the upsurge in competitive pressure, HR managers are constantly looking for ways to develop and sustain performance within the organisation. Therefore, avoiding unwanted cost and keeping employee retention. This paper aims to analyse existing literature regarding the e

(2) Describe the different employee selection methods and specify which work best for different jobs.

Just as the recruitment process can be tailored to reduce turnover, the new employee selection process can also be designed to identify candidates who will be less likely to leave the organization after they are hired. Past job performance is an important consideration during the selection process, but it’s also a good idea to evaluate characteristics that are predictive of turnover.

In recruitment advertising is the means by which job opportunities are made known to the public through the use of media, local and national newspapers, notice boards and recruitment fairs. Advertising is a form of communication for marketing and is used to encourage, persuade or manipulate an audience to continue or take some new action. Recruitment involves actively soliciting applications from potential employees (Taylor 2005). Advertising has proven to be relevant as a recruitment strategy and this is shown in the argument discussed below.

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I here by declare that this thesis work entitled ³A study on recruitment and selection