Recruitment and Selection Processe

Recruitment & selection are key processes, which have impact to potentiate the composition & culture of the organization. Assessing the employee for integration & retention influencer recruitment the existing employees & the organization’s performance. There are different perspective aspects of influencer recruitment & selection, such as psychometric, social, & person-organization fit (POF). The psychometric perspective dominance to identify, measure, & select the applicant on the grounds of having best knowledge, skills, & abilities (KSA),that required for the job post. Written tests & tools are designated to assess the candidates KSA, & thus their suitability. The social perspective deals to focus attention on the social interaction between the two central parties; the applicant & the recruiting organization. In addition, to the quality measures of a candidate mutual trust is built through assessment process which involves exchange of views & perceptions of both parties. Person organization fit (POF) perspective has recently emerged with the intention to know the applicants knowledge regarding his surroundings\`.

Recruitment & selection are distinct processes focusing attention both externally & within the organization.

Recruitment: –

Flippo’s definition: – It is a process of searching for prospective employees & stimulating & encouraging them to apply for jobs in an organization.

Recruitment process: – Recruitment process involves 5 elements, such as

1. A recruitment policy: – The recruitment policy defines the objectives of recruitment & provides a framework for the implementation of the recruitment program. The policy compliance with economic principles, statutes, & regulations of the organization. It imposes principles to recruit the best employee with criteria for selection & preferences based on merit & suitability.

2. A recruitment organization: – The centralize function of recruitment & selection maximize efficiency & success in hiring.

3. Forecast of Manpower: This usually specifies;
a) Vacancy for specified jobs
b) To determine job qualification & experience for recruitment purposes.
c) Duration of their employment
d) Salary to be offered, & terms & conditions of the employment.

4. Sources of recruitment: – There are 2 kinds of sources;

a) Internal Source: – It includes personnel already on the payroll of an organization. Promotions, transfers, response to employees to notified vacancy are usually ways of internal recruitment.
b) External source: – These sources lie outside the organization.

5. Methods of recruitment: – The following are examples of situations where the organization uses methods for recruitment:

1. Job centre: – A job centre is a external service, which will advertise the job & help with short listing suitable candidates from a pool of available candidates.

2. Employment exchange: – It is a recruitment office to register candidates or job seekers, & organize their placement in notified vacancies.

3. Advertisement: – A popular source of recruitment is advertising for the job in newspaper, magazines, or journals.

4. Employee referrals: – Friends & relatives of present employee introduce new recruit, which proves highly credible & important source for the organization.

5. Internet: – The use of internet provides a highly cost effective & efficient means of reaching applicants on a global basis. It offers a more consistent publicize relevant & dynamic job information (Lievens & Harris, 2003), as well as showcasing their achievements & credentials.

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