Strength And Weaknesses Of Recruitment And Selection

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

CIPD’s viewpoint - There should be a number of senior observers/selectors to ensure greater objectivity through a range of views. Selectors must be trained to observe record, classify and rate behaviour, and seek evidence accurately and objectively against the job description and person specification. Selectors preferably should also have had some training on interviewing skills and in managing diversity, and have good listening skills.

Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). Job specification can be defined as the profile of an ideal candidate. Job specification dictates the specifics of what is needed from the employee such as required amounts of experience, education, physical and technical abilities, as well as desired social skills. Job specification is used to screen the applications sent in by candidates, and job

We will look into the KSAOs model as an assessment of recruitment selection process for the position of Administrative

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

* Create a basic checklist that lists the criteria you’re looking for in a well-qualified candidate. For example, your checklist may include “Meets customer service expectations; consistently meets sales goals; works well with co-workers; demonstrates leadership ability and learns quickly” with a checkbox next to each item. Check off each item that the employee meets.

All selections must be made in line with this plan in order to ensure that the best candidate is chosen. All job vacancies are to be advertised internally and externally. Management must provide consent to this plan and approve finances required in the recruitment process. A successful candidate must provide three referees and request for documentary evidence of qualifications and job offers will be made once all the conditions provided in the plan are satisfied.

Firstly we must identify what are the qualities and skills needed to fill the specific role, keeping in mind the

Criteria - Suitability criteria should be relevant to the job. This ensures that rational decisions based on evidence are made about a candidate’s suitability for the job. Therefore, the approach should be professional, organised and decisions recorded in accordance with legal aspects and equal opportunities as described above.

identify the job-relatedness of the tasks and competencies needed to successfully perform the job; and

The first thing to consider when planning on hiring people is the overall goal of recruitment clear goal of what the company wants to achieve. (Chen et al, 2004). The need arises to complement the situation of the organization, such as recruitment may be to substitute an old staff due to career advancement, or retirement or creating a new role of work (Buchan and Dal Piz, 2002). In whatever situation, the company needs to have a precise understanding of the standards, such as skills, competence, education and working experiences. (Thornley, 2000).

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

as the only way to access whether a person is suitable for the job is

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug