Applying Organizational Psychology
June 11, 2012
The focus of this paper provides a brief examination of the recruiting process from both an organizational, and applicants perspective. This brief overview attempts to explain how organizations use various methods to recruit prospective employees. This paper also explains the methods prospective employees, or applicants use to determine the quality and appropriateness of a potential employer. In an effort to better understand the concept of organizational socialization, this paper also includes an examination of the socialization process used by organizations to socialize present, and new employees. Before concluding, this paper will also provide a brief examination of the many ways the principles of organizational psychology can be applied to both the recruitment process and organizational socialization. The Recruitment Process From an Organizational and Applicant Perspective The recruitment process can be observed from two perspectives, organizational, and the applicant perspectives (Jex & Britt, 2008). The organizational perspective has been noted as being the recruitment process in which organizations try putting their best qualities on display as a way of attracting potential employees (Jex & Britt, 2008). From the organizational perspective, in an effort to entice applicants, various recruitment methods are often necessary for recruiting prospective employees. For most organizations the recruiting methods used are determined by a number of varying factors, including the nature of the jobs, cost, character of individuals applying for employment, and time considerations (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005). In general, although most recruitment processes are conduct in a skillful manner, organizations often treat potential employees as customers (Chapman et al., 2005). Nevertheless, no matter the recruiting methods used, most sources propose that organizations may be best served by providing applicants with factual information, and treating them with respect, and courtesy (Jex & Britt, 2008). On the other hand, as it relates to recruiting, applicants have been reported as evaluating organizations in much the same manner as shoppers evaluate different product offers (Chapman et al., 2005). Applicants targeted through organizational recruiting, often assess the information being provided by the various organizations, and determine the organizations with the best offers (Chapman et al., 2005). As noted, applicants often make decisions based on a number of the organization's features that may be the most compatible to their own personality, skills, and values; thereby resulting in applicants making their decisions based on the organizations with the most compatible offers (Jex & Britt, 2008). Personal Insight: As an employee working for an exemplary organization it has not been difficult to appreciate the importance of a good recruitment process. The company's recruitment process itself has been a direct reflection of the professionalism, and validity of the company. It is rare for en employee to work for a company in which his, or her opinions are yet favorable. Fortunately, while yet employed by this organization, the company has continued to abide by the same standard of measure for future employees. High-Quality Recruitment: An Employer's Perspective
Oftentimes it is difficult for employers to attract, and retain qualified employees. However, the general success of the organization is dependent upon organizations attracting the best applicants possible, which means focusing on both the applicants qualities, and abilities (Chapman et al., 2005). Ultimately, the quality of the recruitment process will determine the quality of applicants or prospective employees attracted (Jex & Britt, 2008). Therefore, an organization's recruiting efforts...
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