RECRUITMENT AND SELECTION

Recruitment and selection Introduction 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 & Taylor, 2014). However, applicants also select their future employer, making decisions as to how further they wish to pursue their original employment enquiry (Torrington et al, 2014).   Recruitment Recruitment can be defined as the finding process of the perfect candidate for the job post, within a given time frame, in a cost-beneficial manner (Leisink & Steijn, 2008). It is also defined as the attraction of suitable employees for a job vacancy in an organization (Catano, 2009) Any recruitment process must begin with an analysis of the requirement. The role should be reduced to its basic components such as the nature of the activities, task responsibilities, the knowledge, skills and competences required to car

THE RECRUITMENT AND SELECTION PROCESS   For a company to stay competitive it must recruit, select and retain an efficient and effective team of employees (Taylor, 2002) Main stages of Recruitment and Selection Process Job Vacancy Job vacancy is a paid post that is newly created, unoccupied or about to become vacant. It can be the employer is taking active steps end is prepared to find a suitable candidate from outside. On the other way employer intend to fill either immediately with in a specific period of time (Eurostat, 2007).   Job analysis Job analysis is the process of collecting and analyzing information about the content and the human requirement of the jobs. And also goal of the job analysis is specification of the tasks to be performed and the knowledge, skills and abilities(KSAs) require for effective performance for a job as it is predicted to exist in the future (Schneider and Konz,1989).   Attracting Candidate Attracting candidates is primarily a mat

Recruitment of Candidates   Types of Recruitment Internal Recruitment Sources (Asbar,2012) Transfers Promotions Employee Referrals Internal Advertisements and Job posting Previous applicants   sources of recruitment are readily available to an organization (Asbar,2012).   Promotions refers to advancement of the employees by evaluating their job performance (Gusdorf, 2008). Transfer refers to interchanging from one job to another without any change in the designation and responsibilities (Aswathappa,2010) . Employee referrals is an operative way of sourcing the candidate at a low cost (Gusdorf, 2008). Reemployment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern (Aswathappa,2010) .     There are situations when ex-employees provide unsolicited applications also. Choosing someone internally from the workplace itself is internal recruitment and this can be done through performance evaluation

Selection of Candidates   Methods of selection When the organization selecting candidates, many methods can be used to select the suitable candidate or the right fit to the particular job role. According to Armstrong (2010) The selection process involves deciding on the characteristics level of applicants in terms of their competencies, experience, qualifications, education and training would be compatible to the person specification. The main methods of selection are individual interviews and assessment centers (Armstrong, 2010).   Interviews The interview is the most familiar method of selection. This is about candidates how well they will do the job and thus lead to a selection decision. An interview involves face-to-face discussion. It provides the best opportunity for the establishment of close contact – rapport – between the interviewer and the candidate how well he or she would fit into the organization (Armstrong ,2010).   Individual interviews Individual interviews related to

Induction and Training   Another key element of the recruitment and selection processes are Induction and Training. An economic organization has to provide the necessary condition for new employees in order to make a good impression about the organization and the work environment from the beginning for them to feel wanted (Dragomiroiu et al, 2014).   INDUCTION According to the Armstrong (2014) Induction is defined as the process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily and start work. After selecting a suitable candidate to an Organization, Induction & training will be the next step to bring that individual to organization. An induction program is commonly used to help new employees understand their jobs within the organization (Salau, O et al, 2014). This process starts from the period where the new employee is taken around the office, factory and also introduces to the fa