Selection

Recruitment selection within an internal or external organization involves certain processes to reflect good outcome and results. Job analysis is carried out under supervision and deep observation by job holders and managers to determine the nature of work and candidates available to be selected for a job. To decide those aspects; a systematic process is taken by different methods of job analysis to gather up different information and data to summarize the selection of preferable candidates. Nowadays, competency analysis is important; where focusing on candidate’s knowledge, skills, personality, capabilities and other individuality is what matters. Basically, it’s all about the nature of the job and the person selected to run the job. I will explain the methods and tools used and mention the reasons why is it necessary to examine the candidate’s ability in performing the selected job.
Observing the recruitment selection starts when managers or whoever is appointed to take this task and start searching for different information to collect data that develops and improves the organization’s performance and output. Human resources and employability departments will be mainly consulted about these issues and will understand more the needs of organization and candidates. Therefore, by different methods and tools used of job analysis, the manager or job holder will indicate the qualities of the candidate in order to establish an accepted feedback that gathers up all data needed to be aware of all requirements and approaches. The applicants have to understand the nature of the job, organization, competitors, aims and goals of the company, stability and changes, relationships skills and a lot more. All this will be determined when interviews and questionnaires are taken by the applicant; as managers will understand the behavioral side of the candidate.
There are different methods of job analysis that will help in estimating the nature of job and candidates qualities.