Analyses on Different Recruitment and Selection Approaches and Case Study Essay Example
Analyses on different recruitment and selection approaches and case study
Abstract
This report introduces several methods recruitment and selection approaches in HRM and discussed their advantages and disadvantages, as well as cultural differences. While external recruitment is applied widely, internal recruitment is better used in large scaled companies. Personal reference can be applied in emergency situation regardless of its drawbacks.
1.0. Introduction
The importance of recruitment and selection cannot be overstated. The recruitment and selection policies and practices can be perceived as integral. Recruitment and selection not only seek to attract and select applicants for a certain position to achieve the certain objective or strategic goals, but may also have significant influence on the whole composition of the workforce (Beer et al. 1984). There is no perfect recruitment and selection method for every situation. In this report, approaches of recruitment and selection are introduced and discussed.
Recruitment in HRM is defined as “the different activities of attracting applicants to an organization, and the selection of people to fill vacancies.” (Bloisi, 2007: p.107) and selection is defined as “the process ‘by which managers and others use specific instruments to choose from a pool of applicants’” (Bratton and Gold, 2003: p.221).
2.0. Analyses on different recruitment and selection approaches
In this section, approaches of recruitment and selection are both discussed. Section 2.1 mainly highlights internal recruitment approaches and cultural differences through the process. Section 2.2 focuses on some traditional selection approaches and personal reference, illustrating their application, pros and cons. 2.1. Recruitment approaches
Recruitment in HRM includes two important parts: job analysis and person specification. The ultimate target is to combine these two parts, thus selecting the right person for the right position. To accomplish
Abstract
This report introduces several methods recruitment and selection approaches in HRM and discussed their advantages and disadvantages, as well as cultural differences. While external recruitment is applied widely, internal recruitment is better used in large scaled companies. Personal reference can be applied in emergency situation regardless of its drawbacks.
1.0. Introduction
The importance of recruitment and selection cannot be overstated. The recruitment and selection policies and practices can be perceived as integral. Recruitment and selection not only seek to attract and select applicants for a certain position to achieve the certain objective or strategic goals, but may also have significant influence on the whole composition of the workforce (Beer et al. 1984). There is no perfect recruitment and selection method for every situation. In this report, approaches of recruitment and selection are introduced and discussed.
Recruitment in HRM is defined as “the different activities of attracting applicants to an organization, and the selection of people to fill vacancies.” (Bloisi, 2007: p.107) and selection is defined as “the process ‘by which managers and others use specific instruments to choose from a pool of applicants’” (Bratton and Gold, 2003: p.221).
2.0. Analyses on different recruitment and selection approaches
In this section, approaches of recruitment and selection are both discussed. Section 2.1 mainly highlights internal recruitment approaches and cultural differences through the process. Section 2.2 focuses on some traditional selection approaches and personal reference, illustrating their application, pros and cons. 2.1. Recruitment approaches
Recruitment in HRM includes two important parts: job analysis and person specification. The ultimate target is to combine these two parts, thus selecting the right person for the right position. To accomplish