Recruitment and Selection

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

3. Be able to contribute to the recruitment and selection interviewing process for a job role.

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).

As mentioned previously, a key component when conducting a training program is to clearly define the purpose of the training. The role of interviewers is to accurately rate their perceptions of an applicant and evaluate those perceptions in relation to job requirements, as outlined by a job

The job analysis is consisting of job description and person specification. Job description requires about the profile of the perfect job candidate and requires about the skills, knowledge, experience and competencies, which are essential. And person specification

All these common mistakes must be analyze carefully in order to brand correctly your company. Remember that your target are your audience. The old adage that you have to spend money to make money is never more onvious than when it comes to marketing your business. Spend wisely, and you shall reap the benefits (lomodigest, 2013).

The purpose of this essay is to explain the process of Recruitment and Selection with reference to the statement: “HRM is essentially about managing people in a way that maximizes and rewards the contribution each person makes to the organization “(Carberry and Cross 2013, p.2). Recruitment and selection is one of the tasks of the HRM, who cooperates with the line managers of the specific area in order to conduct this process. Moreover, this process is about identifying and attracting potential candidates to the organization, which are then assessed for the employment. Recruitment process occurs from within or the outside of the organization, whereas selection occurs when the HR along with line managers chose particular candidate for the position from the pool of applicants. This essay will discuss the significance which process of recruitment and selection have on the future of the organization and what are the possibilities to make the process as effective as possible to achieve the best outcomes for the organization. Additionally, it will explain the role of HRM and line managers in this process and how it can affect the organization.

Recruiting is arguably one of the most critical roles of an HR manager (Pandey et al., 2012). Organizational performance can be credited with the identification and selection of the most talented individuals. An employee with high potential suggests that there is a future viability that is not present in the existing workforce (Yarnall, 2011). An appropriately structured recruitment strategy is essential for the future success of an organization and at times can determine whether that organization will grow or recede during a particular economic period. A successful recruiting strategy can improve recruiting effectiveness by 30% and reduce the time to fill that position by 28% (CEB, 2012). It is clear that whatever recruitment strategy is being used, the desired outcome has not been reached. This study examines recruitments strategies and their correlation on retention with the desire of finding the method

Preparing an accurate job analysis is very important for the company. It critiques the recruitment needs of the organization. Many times within a corporation a manager, supervisor or team leader is pressed for time and they reluctantly pull out an old job description that they have used for many years. Because of technology and the constant change of our countries economy and needs the responsibilities or tasks of jobs may have changed. “ Organizations are involved in an ongoing process of updating existing selection tools and searching for better techniques”. (Kiman, Farley & Geisinger, 1989)

CRITICALLY EVALUATE VARIOUS SCREENING AND SELECTION METHODS AND RECOMMEND A SCREENING AND SELECTION PROGRAMME FOR YOUR DEPARTMENT

Organizations take the decision of redesign jobs after do a job analysis. It is the process of detection and understanding of a job after analyse the results reporting or summary. The information gathered on each job through job analysis is subsequently organized and compiled in a job description. However, there is essential to assure proper job analysis to create an accurate description of the job duties and specifications. Those also depend of the extension of information obtained through job analysis and represent the starter for the required action. (Brannick, M., Levine, E., Morgeson, F., & Brannick, M. 2007)

Recruitment includes those practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees (Breaugh & Starke, 2000). Heneman et al (1997) defined recruitment as part of the staffing process where the individual and business become mated to form the employment relationship. By encompassing these definitions they can be seen as bringing a ‘technological neutral’ perspective.

The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan.Theon recruitment andselection and involvement of qualified management team, recruitmentprocesses followed by companies can face significant obstacles inimplementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their inhouse management skills to apply generic theories within specific organizational

Frequently, managers who are pressured with time employ the same work description, which has been in their use for years. Nevertheless, very few jobs are stationary and are retained without changes in our fast advancing world. A structured job analysis presents an opportunity for an assessment of the role and has a look at the productive aspects and those that may be handed over to someone else in some way. A job analysis that has been properly conducted may predict substitute technologies, tools, and other aspects that describe the performed work in the job position (Arora, 2004). In employment life cycle, description of the job is the first stage in the course. If this is conducted in a proper manner, it helps in identification of the following:

According to (Bratton and Gold, 1999) that job analysis, used to produce job descriptions and personnel specifications, relied too much on judgment to identify key aspects of a job and to identify the important qualities that determine success. According to Machington and Wilkinson (2002) that the primary step in the recruitment process is to perform in depth job analysis to recognize functions going to be undertake by the new recruits, and to collect all the required data about the current job as, what skills are required and which activities are carried out (Foot and Hook, 2005). The concerned information could be acquired from sources as division manager, employees with identical jobs and the all the people who are engaged regarding the position announced.