Study on Recruitment and Selection Process

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)

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 is the process of screening, and selecting qualified people for a job at organisation or firm. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. By saying to choose a right people for a job means making sure that job holders have the right skills, knowledge and attitudes required by organisation to help them achieve firms objectives. In simple words recruitment is simply taking on employees to get the:

Recruitment: different recruitment channels e.g. adverts, agencies, ‘head hunters’’ internet sites, job fairs; provide advice to managers on recruitment; writing job descriptions using an appropriate model e.g. seven-point plan; writing person specifications; writing job advertisements and selecting appropriate media for internal and external advertisement; managing application forms

This study has been prepared to help the Master students in the application of best practice in the recruitment and selection procedure. This, in turn, bears out the broader aims of meeting workforce capability needs. This study presents an end-to-end best practice recruitment and selection process, from planning to evaluation. As well as developing students’ knowledge of recruitment/selection and reviewing practices used to manage difficult situations the work also aims to help student develop a range of skills, which are pivotal for successful HR practice and managing people.

Recruitment: Recruitment is defined as searching for and attaining a quantity of potential applicants with the knowledge, skills and experience to allow the organization to select most appropriate people to fill the vacancies against defined position description and specifications.

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.

Recruitment is most commonly used word than the word selection. It is like finding out prospective candidates for filling actual or projected vacancies in an organization. Find best candidates for the organization and recruitment is one of the most significant aspects for operating a business successfully. Recruitment is an activity to find people who like to join organization. In other words it is the process of inviting the candidates for organization and applying to job through various modes in which organization asks for.

Recruitment is simply consists of attracting, interviewing, and hiring new employees (Mayhew, n.d.). Finding potential employees can happen from within the facility, known as internal recruiting, or from outside the facility, known as external recruiting

Recruitment is the process of fulfilling the existing or expected position that is created within an organization by finding and attracting a pool of experienced and qualified people. The main essence of recruitment is to attract the right people in the right place at the right time and cost (Nankervis et al. 2014). In other words, the main guidelines for hiring managers and assistant managers should be focused on recruiting the right people at the right place, time and cost. The key guidelines to recruit managers and assistant managers should be as follows:

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.”