Recruitment And Selection Process Case Study
Introduction
Through the increase recognition of the important role played by human capital, in order to achieve competitive advantage; the recruitment and selection process is fundamental to ensure that the right people are filling the correct roles within the organization. The recruitment and selection process comprise of several techniques, which must be considered prior to the (recruitment and selection) process. Yet, despite of the techniques and procedures that would be utilized, Pilbeam and Corbridge (2010) indicated that each applicant should be treated with respect because these applicants not only represent prospective employees but also represent potential customers. Hence, it is vital to ensure that the organization reflects the …show more content…
In considering the legality of the process, Daft and Marcic (2009) stated that “organizations must ensure that their recruiting practices conform to the law[s], [which] stipulate that recruiting and hiring decision cannot discriminate on the basis of race, national origin, religion, or gender” (Daft and Marcic, 2009 pp 332). Many organizations seek to adhere to these regulations because (Prudential’s Corporate recruiting policy) “it makes good business sense (Daft and Marcic, 2009 pp 333). Furthermore, Daniels and Macdonald (2005) stated that an “effective recruitment requires an objective, systematic and planned approach,” that focuses on the “candidates’ relevant experience, skills, qualifications, knowledge and talent, and should be based on factual evidence” (Daniels and Macdonald, 2005). To this, Pilbeam and Corbridge (2010) stated that “… all candidates should be able to demonstrate abilities for the job regards of race, ethnic, [etc]” (Pilbeam and Corbridge, 2010 pp186). Therefore, the company’s sole objective is to implement HR practices that will ensure the right individual is hired to complete designated …show more content…
Therefore, [I] in agreement to these regulations, apart from projecting the right message to the market; it is important to focus on the need of the position. The message sent by the organization has to be consistent throughout the entire process. The organization cannot proclaim to stand for equity if its practices say otherwise. In the Caribbean we would say “practice what you preach”. The effort and sole objective [I would say] is to match the position with the person [despite of who that may be] who is competent; and will be proactive and productive [high performer].
Conclusion
In conclusion, the (recruitment and selection) process may not always be to obtain a clear picture of who the individual (young, white, no religion inclination) may be; rather the process is to ensure the organization is able to hire a competent individual to accomplish the objectives of the organization. Additionally, it is important to project the ‘right’ image to the market and that will entail being consistent with its
Through the increase recognition of the important role played by human capital, in order to achieve competitive advantage; the recruitment and selection process is fundamental to ensure that the right people are filling the correct roles within the organization. The recruitment and selection process comprise of several techniques, which must be considered prior to the (recruitment and selection) process. Yet, despite of the techniques and procedures that would be utilized, Pilbeam and Corbridge (2010) indicated that each applicant should be treated with respect because these applicants not only represent prospective employees but also represent potential customers. Hence, it is vital to ensure that the organization reflects the …show more content…
In considering the legality of the process, Daft and Marcic (2009) stated that “organizations must ensure that their recruiting practices conform to the law[s], [which] stipulate that recruiting and hiring decision cannot discriminate on the basis of race, national origin, religion, or gender” (Daft and Marcic, 2009 pp 332). Many organizations seek to adhere to these regulations because (Prudential’s Corporate recruiting policy) “it makes good business sense (Daft and Marcic, 2009 pp 333). Furthermore, Daniels and Macdonald (2005) stated that an “effective recruitment requires an objective, systematic and planned approach,” that focuses on the “candidates’ relevant experience, skills, qualifications, knowledge and talent, and should be based on factual evidence” (Daniels and Macdonald, 2005). To this, Pilbeam and Corbridge (2010) stated that “… all candidates should be able to demonstrate abilities for the job regards of race, ethnic, [etc]” (Pilbeam and Corbridge, 2010 pp186). Therefore, the company’s sole objective is to implement HR practices that will ensure the right individual is hired to complete designated …show more content…
Therefore, [I] in agreement to these regulations, apart from projecting the right message to the market; it is important to focus on the need of the position. The message sent by the organization has to be consistent throughout the entire process. The organization cannot proclaim to stand for equity if its practices say otherwise. In the Caribbean we would say “practice what you preach”. The effort and sole objective [I would say] is to match the position with the person [despite of who that may be] who is competent; and will be proactive and productive [high performer].
Conclusion
In conclusion, the (recruitment and selection) process may not always be to obtain a clear picture of who the individual (young, white, no religion inclination) may be; rather the process is to ensure the organization is able to hire a competent individual to accomplish the objectives of the organization. Additionally, it is important to project the ‘right’ image to the market and that will entail being consistent with its