Recruitment and Selection

1. Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy.

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.

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).

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:

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

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).

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

Workers in healthcare systems are putting their patients well-being before their own, on a daily basis, yet not much is being done for the workers. An effective recruitment and selection process is the key to keeping employee retention rates high. In an environment where lives are at the stake of others, healthcare staffing can’t be unstable. It’s almost as if there is a revolving door, employees are constantly leaving yet, the number of patients needs are increasing dramatically. So now, hospitals need to focus on the efficiency and effectiveness of their hiring processes.

The purpose of this memorandum is to guide the company on how to conduct an efficient and effective recruitment and selection process when hiring senior level employees. Below I have provided a few of the top options that the organization can easily put in place for the use of recruiting and selection new senior level staff.

The necessities of HR Recruitment inside an organization have experienced real changes in the most recent quite a few years. Knowing the importance of the system, the process now exists in all the organization for better efficiency.

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

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

The purpose of this academic assignment is to prepare a portfolio of documents that will illustrate examples of most effectively practiced recruitment methods. Several documents that best reflected efficient internal and external recruitment methods, productive interview design structures, useful tests used in the selection process of recruitment and effective induction procedures were compiled. The portfolio of documents will then be analyzed and examined so as to provide an in-depth understanding on the usefulness and importance of such recruitment methods on the recruitment process.

The article contained several strengths and weaknesses. The strengths of the material were its step by step explanation of a successful recruitment process, its emphasis of the necessity to pool talented people, and its explanation of what potential resources to utilize when an organization needs to acquire human capital. The step by step explanation of a successful recruitment process was listed in numerical order and easy to follow. This would make it easy to implement and measure in an organization. The material also emphasized how important it is to pool talented people. I believe this is important for careful replacement and succession planning. This is important, because if a position is vacant it is not making the organization a profit. Therefore, it should be filled immediately. The explanation of what sources an organization can utilize to acquire human capital was resourceful and creative. The article explained the how important suppliers, customers, former employees, employment agencies and associates can be when a vacant position needs to be filled. It made me realize that talented people don’t always appear in the front office with a resume in their hand. And that existing relationships with others should be utilized to find talented prospective employees.

Human Resource Management is a vast term. It comprises of training, recruitment, discipline, employment legislation, reward systems, development, selection, etc. Human resource management believes in flexibility in completing a given task as suggested by Wilson (2005). The dynamic process of inflow and outflow of people within any organization is to be matched with the requirements of the organization in function and this is generally regarded as recruitment and staffing. Recruitment and Selection is a crucial part of human resource management. The process of selecting right candidate for a particular position is known as recruitment and selection. In 1999, Rosenfeld et al. supported the fact that it is up to human resource according to the financial conditions of the organization whether to pay more to an experienced new employee or to pay less for