The purpose of this paper is to explain how the principles of organizational psychology can be applied to organizational recruitment and socialization. The author will explicate the recruitment process from an organizational and applicant perspective. The author will explore how organizational psychology principles be applied to the recruitment process. Last, the author will analyze the role of organizational socialization and how it can be applied into the field of organizational psychology.
Recruitment Process from an Organizational and Applicant Perspective.
During the recruitment process the key is to gather a large group of qualified candidates. This allows the organization to see which candidate will be the best fit for the company, become successful in the company, and be part of the company for a long time (Jex & Britt, 2008). The concept of recruiting does not generally fall into the organization category. Instead it adheres more to socialization because successful recruiting ensures that new exployees will fit in with the culture of the organization and will be more successfully socialized (Jex & Britt, 2008).
The initial step in the recuiting process is termed recruitment planning. During the recruitment process candidates are typically not randomly selected. The organization’s recruitment process is based on strageic planning. The organizations selects candidates based on several factors: the number of employees that are needed, what date are these employees needed, and amount of present and future employees in the workplace market (Jex & Britt, 2008).
Strategic planning is critical for an organization to have an effective recruitment process. Strategic planning assists the agency to set goals and to attain those goals by focusing on where they want to go and how will get there (Jex & Britt, 2008). Recruitment and strategic planning must work as a team because strategic planning sets clear...