Recruitment and selection process of the

Skills and Competency Interview Rating Sheet -weighted Testing and other Selection Methods Tests and other selection methods such as requesting work or writing samples and presentations are additional tools used to assess candidates. However, use must comply with EEOC guidelines. Skills demonstrations, such as requiring applicants to demonstrate how to perform a task specific to the position they are applying to, are considered tests and must be validated. Writing samples and presentation assessments are not considered tests and can be evaluated using a scoring rubric.

Recruitment and selection process of the

How does recruitment and selection process contributes to the efficiency of the company? Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation.

Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Trainin…g consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives.

Recruiting individualsto fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'.

The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. Internal promotion acts as an incentive to all staff to work harder within the organisation. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed.

There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3.

Recruitment and selection process of the

Promotion of one person in a company may upset someone else. External recruitment External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business.

Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation. There are a number of stages, which can be used to define and set out the nature of particular jobs for recruitment purposes: Job analysis is the process of examining jobs in order to identify the key requirements of each job.

A number of important questions need to be explored: Job analysis is used in order to: Choose employees either from the ranks of your existing staff or from the recruitment of new staff.

Set out the training requirements of a particular job. Provide information which will help in decision making about the type of equipment and materials to be employed with the job. Identify and profile the experiences of employees in their work tasks information which can be used as evidence for staff development and promotion.

Identify areas of risk and danger at work. Help in setting rates of pay for job tasks. Job analysis can be carried out by direct observation of employees at work, by finding out information from interviewing job holders, or by referring to documents such as training manuals.

Some large organisations specifically employ 'job analysts'. In most companies, however, job analysis is expected to be part of the general skills of a training or personnel officer.

Job description A job description will set out how a particular employee will fit into the organisation.

Recruitment and selection process of the

It will therefore need to set out: A job description could be used as a job indicator for applicants for a job.Employee selection is the process by which an employer evaluates information about the pool of applicants generated during the recruitment phase.

After assessing the candidates, the company decides which applicant will be offered the position. Jun 27,  · The recruitment and selection process is one of the most important aspects of running new and established businesses alike.

The right employees can take your business to new heights. Recruitment and Selection 5 Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization.

Recruitment and Selection 5 Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. Our employee recruitment and selection policy describes our process for attracting and selecting external job candidates.

This recruitment policy sample can serve as a rubric that our recruiters and hiring managers can use to create an effective hiring process.

Recruitment and Selection Process in HRM

The recruitment and selection process is one of the most important aspects of running new and established businesses alike. The right employees can take your business to new heights.

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The Selection Process | Human Resource Management