Essay on Recruitment and Selection Strategy

The recruitment policies of the competitors also effect the recruitment of your own organizations. To remain competitive, sometimes an organization may have to change their recruitment policy according to the policies being followed by other competitors. The recruitment policy of an organization details objectives of recruitment and provides a framework for recruitment. It may mean new organizational systems or procedures need to be developed.

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).

Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.

* Recruitment policy; will provide a framework for recruitment policy. Policies and procedures on how to recruit, who to recruit and based on what.. Policies and procedures will be adhering to Legal Factors such as: Law and various acts such as Child Labour Act 1986, Equality Act 2010 & Discrimination, Immigration etc.

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.

The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

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

Recruitment procedures: These procedures compare two models, the traditional recruitment and consumer-centered recruitment. In the PEPUP study, traditional recruitment model was used and this consisted of two strategies such as gate-keeper referral (primary care providers) and self-referral in response to the network media announcements in local newspaper, TV, magazines and radio programs. The recruiters were post-doctoral and undergraduate students who were trained by the principal investigators, the undergraduate student comprised a mix of ethnicities similar to these older minority adult represented in the sample and no attempt to match recruiter ethnicity to participants. . In the PASS project, the consumer-centered model was used the older

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

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.

The most effective step in ensuring success for both the organization, and the employee, is the performance management system. Managers evaluate employees based on the employee’s performance level. Continual feedback and communication between the employee and manager will establish an ongoing performance management system (Cascio, 2010). Correctional officer trainees receive monthly evaluations that include 22 performance factors on a six-tier rating scale of unacceptable, marginal, fully meet requirements, exceeds, excellent, and unknown (Federal Bureau of Prisons, n.d.). To provide further clarity, Team C has developed a concept map of the correctional officer recruitment and selection process (See Figure 1, Tables & Figures).

within the following year and more than 500 employees within the next 5 years. That moment

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”

Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.

I have reviewed Alamo Waste’s recruitment, selection, and retention efforts. I have identified some weaknesses. In the recruitment process, weaknesses include using Craigslist, unemployment offices and college job boards. The internet is a very good resource for recruiting, but there are more useful and trust-worthy job sites other than Craigslist. Another weakness is that interviews are brief and the questions depend on the interviewer. The interviews should be structured and consistent (Argosy University Online, 2016).