Recruitment and Selection are vital processes for a successful organization, having the right staff can “improve and sustain organizational performance” (Petts, 1997). “Recruitment and Selection are conceived as the processes by which organizations solicit, contact and interest potential appointees, and then establish whether it would be appropriate to appoint any of them”. (Sisson, 1994).This essay will discuss the best practices used by organizations in the recruitment and selection processes. Perth Convention Centre, a multi-million dollar Convention Centre includes facilities such as six exhibition pavilions, a 2,500-seat tiered auditorium, 19 specialist meeting rooms and a hotel will be used to analyze to show how recruitment and selection are used. This essay will also argue that not all organizations can use the same practices in recruitment and selection as this will depend on various factors.
Recruiting is seen as a “positive process of generating a pool of candidates by reaching the ‘right’ audience, suitable to fill the vacancy” (Leopold, 2002). The first step of recruitment is to put forward a job analysis. A job analysis is important for both the organization and the candidates. Recruitment is very time consuming, thus it is important to know if that specific job is needed for the functioning of the organization and if the candidate is needed for that job. If this job is not needed in an organization, recruitment and selection of a candidate is not necessary. However, if the job is needed, a job description is compiled. A job description usually consists of the job title, where the job is located, what the key purpose of the job is,
what are the main duties that the job entails and what role it plays in the success of the organization.... [continues]
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