Recruitment & Selection

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...

Definition of Recruitment  According to Yoder (1975)  ''Recruitment is a procedure to discover the sources of manpower to full fill the requirement of the enrollment schedule and to employ an effective workforce.'' According to Flippo, (1984)  “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” He further elaborates it, terming it both negative and positive. Flippo says (1984), “It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired. ” According to Flippo (1984), “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.” Recruitment is the activity that links the employees and the job seekers....

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 (Armstrong and Taylor, 2014).  A good recruitment policy is the guiding can save an organization from facing situations like unproductive tests and interviews due to nonavailability of the right candidate in the applicant pool, compromising on the selection of good candidates, high attrition rate low productivity and low motivation among existing employees as a result of faulty policy  (Durai, 2010) . Further, things it should be never have been doing or should no longer do. As a result, it will lack the resources, especially capable people, needed to exploit the opportunities that arise when markets, technologies, and core competencies change. In other words, it will be unable to respond constructively to the opportunities that are created when its theory of th...