RECRUITMENT AND SELECTION|

Recruitment and Selection

Abstract

Human Resource is the lifeline for any organization. Properly taught and highly accomplished human resource is perceived as the most valued asset of an organization. Skilled personnel ensure the achievement of sustainable efficiency and effectiveness, accelerated growth and development, and optimum levels of productivity and market status for a company. This has been recognized by industrial, commercial, research establishments and even governments. Invariably, a distinct Human Resources Development department lives in all these organizations to attend to the matters pertaining to recruitment, teaching and deployment. The importance of recruitment and selection of human resource is highly acknowledged in today's business world. The process is significant to the success of any organization since the work performance and employee costs are directly determined through these. A good recruitment and selection strategy ensures that the organization has the managers and executives who can actually facilitate the attainment of organizational objectives. The assistance of experts such as industrial psychologist and management advisors, furthermore, serves the purpose of technical selection.

Table of Contents

Abstractii

Introduction1

Traditional strategy of recruitment1

Recruitment2

Sources3

E recruitment4

Case study: hiring practices at ASDA5

Company Profile: ASDA5

Popular recruitment practices6

The prehistoric world:6

Suggestion for process recruitment for ASDA8

Overview of e-Recruitment8

Perceived advantages of e-recruitment9

Conclusion11

References12

Recruitment and Selection

Introduction

An absolutely crucial component of an organization's strategic staffing process is the recruitment and selection of human resources. Recruitment is the process of screening and selecting candidates for employment. Recruitment departments take the undertakings to attract a pool of qualified applicants for a position (Appleton, 2005, 39). Recruitment has been traditionally defined as a process, which aims to identify and attract an adequate number of candidates initially through defined essentials and requisites in order to subsequently select the most suitable individuals to fill vacancies in the organization. Recruitment can also be seen as an information system through which the company is reporting to the labour market of the positions offered. Thus, recruitment is only the first stage of the recruitment process. Recruitment activity precedes and determines the selection phase. Hence, any selection technique can refine the quality of the human resource obtained through recruitment. This paper discusses the various methods of recruitment and selection that are prevalent in current organizational setups.

Traditional strategy of recruitment

In most situations, the human resources (HR) function starts the recruitment process by recognizing the HR requirements, documented in position descriptions and person specifications, and finishes with obtaining applications. This process furthermore engages working out where qualified applicants can be discovered (i.e., recruitment sources) and selecting a specific entails of attracting potential employees to the organization (i.e., recruitment methods). Potential candidates may come from within the organization trawling, or from the external labour market. The latter can be obtained by advertising, employment agencies, professional associations or by word of mouth and other channels. The method is based on different resource organizations (Parry, 2006, 1).

Recruitment and selection are not isolated events that take place in a vacuum, but are multi-step processes that result in the selection of a school leader. Malinowski et.al (2005) would add that a goal of effective recruitment is ...