Recruitment & Selection

   Selection: The process of choosing from a group of applicants the individual best suited for a particular position and for the organization (Gusdorf, 2008).   The following suggestions have been made by Pioro and Baum (2005), on how to use application forms more effectively: Decide what the criteria for selection are and how these will be assessed by use of the application form. Keep questions clear, relevant, and nondiscriminatory. Ask for only the bare minimum of personal details. Widen your pool of applicants by offering different options and guidance for completing and viewing application forms. Employers may also refer for further information to social networks or the candidate’s own blog Furthermore, the criteria should be analyzed with care so that they are fully understood. The criteria can be classified under the following three headings so that they can be applied consistently to guide sifting decisions (Armstrong and Taylor, 2014) : 1 Essential – applic...

                                      In the words of Dale Yoder, (1972), “Selection is the process by which candidates are divided into two classes-those who will be offered employment and those who will not?” According to Koontz and Donnell (1972), "Selection is the process of choosing from among the candidates, from within the organization or from the outside, the most suitable person for the current position or for the future position." The selection practices will determine who is hired. If properly designed, it will identify competent candidates and accurately match them to the job. The use of the proper selection device will increase the probability that the right person is chosen to fill a slot. When the best people are selected for the job, productivity increases. (Gamage, 2014) Terpstra and Rozell (2006) reported a positive association between the extensiveness of recruiting, selecti...

  The recruitment process can vary in complexity and degree of difficulty depending on the recruitment objectives and the recruitment sources chosen. The most commonly used sources for external recruitment are newspaper ads, private and public employment agencies, Internet job boards, corporate websites, employee referrals, colleges and universities, search firms, job fairs, etc. As e-recruitment uses online job ads as the recruitment source, the focus here will be solely on the recruitment process for sourcing applicants from advertising (Holm, 2010). Furthermore, according to Holm, (2010), recruitment is treated as a business process, defined by Davenport and Short as a set of logically related tasks performed to achieve a defined business outcome for internal or external recipients. A business process occurs across or between organizational subunits and is independent of formal organizational structure. In the case of recruiting, this process is normally performed for either int...

The job analysis shows the requirements of the job and how the job fits into the organization’s structure, which then attracts suitable candidates (Heraty and Morley, 2002). An effective job analysis can save a lot of time and money in the long run, therefore it must be done right (Heraty and Morley, 2002). Organizations that proactively and firmly create job analysis have a much better understanding of their employee’s capabilities and can take the time to improve any flaws in their skills and behaviors (Talukder, 2014). The first stage in the recruitment process involves a systematic review of the organization’s requirements. Following this review, a thorough analysis of the requirements of the job should be established, often termed job analysis. This is necessary because even in those situations where an individual is simply being replaced, there may still be changes in job requirements, especially if the individual being replaced has been with the organization for some time. There...

  Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs. Recruitment can be costly. The 2013 CIPD survey of resourcing and talent planning found that the average recruitment cost of filling a vacancy for a director or senior manager was £8,000 while for other employees, it was £3,000 (Armstrong and Taylor, 2014). Through the recruitment and selection process, organizations will show successful growth and progress in certain areas of the business. There are different types of organizational tasks and activities to achieve with competent, talented employees. Hence recruitment and selection process is essential for future runs. Further, candidates should have essential knowledge, skills, and abilities. Various factors must be taken into account in implementing these functions. These include educational qualifications, expe...