human resouces management

The key in the selection process is to choose a strategy for screening your candidates so that you are able to view the people that or most qualified for the position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and reference checks are often done by a third party. Many companies are beginning to incorporate assessment tests and activities into the selection process to insure additional training is not necessary for potential candidates. These screenings can be very important in weeding out the wrong candidates and keeping potential good fits for the position in place for the

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

Martin, Whiting & Jackson 5th Edition - Human Resource Practice – Recruitment & Selection – Assessment Centres Pg 140

Nevertheless, the number of the vacancies in companies is limited. To find the right people for these particular jobs, employers fill those positions with either internal hires or external hires. In general, existing employees in the firms are

External - Candidates are sought from outside of the organization (not current employees) through methods such as want ads, head hunters (recruiters), job fairs, on-campus recruiting, etc... Advantage - allows firms to acquire new perspectives, expertise, and capabilities that they do not currently possess.

In some cases Large companies like Toys ‘R’ Us are known to re hire ex staff as they already have had the training needed for the job in hand, this saves costs and time in the recruiting process for a given vacancy within the work place. On the other hand, internal recruitment for a company like Hublot which have a much smaller opportunity window of jobs. So this will mean that internal recruitment is key for a smaller company, this is because their budgets would be a lot lower then large corporations with a much smaller specialised group of candidates. This also means that it may be harder for them to fill vacancies as there may not be candidates with sufficient skills. In most cases a company like Hublot will promote workers to keep them in the company and hire new workers at a low level.

In our days, employment became a hard process in which many managers are complaining about it. In addition, hiring good employees is essential to run a good business on a daily basis and for a long run. Thus, employees would be the heart and the soul of a business. On the other hand, Interviewing is an important process in the preselection of good employees and so opening a gate to have the right person in the right position.

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.

Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people. Recruitment is a business, and it is big business. It demands serious attention from management because any business strategy will falter without the talent to execute it (Cascio, 2013, pg.200). This paper will discuss some recommended recruitment strategies Landslide Limousine should consider.

Angeli, E., Wagner, J., Lawrick, E., Moore, K., Anderson, M., Soderlund, L., & Brizee, A.

A vital piece of managing employees is to find the right applicants for these positions. A great deal of person's success in the position of a manager could be associated with

With this, the company shall consider the reasons of the skilled worker that matches the job qualifications and requirements that may be to work for the company (internal recruitment) or living in the area (external recruitment) (Dussault and Franceschini, 2006). Also, the organization should consider the financial aspects associated with any training individuals to meet the job specification or offer compensation and relocation incentives to attract qualified workers from other

D) Technical skills increase and conceptual skills decrease in importance as a manager climbs the organizational chart.

The purpose of this paper is to discuss the role of recruitment and selection in strategic management. Byars & Rue (2008) defined recruitment as an activity that seeks and attracts a pool of people from which qualified candidates for job vacancies can be chosen. Byars & Rue (2008) also defined selection as the process of choosing from among available applicants the individuals who are most likely to successfully perform a job. The roles of recruitment and selection in strategic management are varies. Recruitment and selection is an important phase in order to hire the right candidates, to find qualified and skilled workers, to eliminate personnel glitches, to reduce costs of training and development, to recognise the needs of the organization and to manage the candidates.

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