Question 1: Taking examples, describe briefly the Recruitment and Selection process. Recruitment and Selection is a major HRM functions (Dessler, 2005) as it encompasses all organizational practices and decisions. Recruitment is defined as “the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in the organization”, (Flippo, 1984). Yoder (1967) defined recruitment as “a process to discover the sources of man-power to meet requirements of staffing schedule and to employ effective measures for attracting that man-power in adequate numbers to facilitate effective selection of an efficient working force”. Moreover, Armstrong (1999) stated that “recruitment means attracting candidates, which is primarily a matter of identifying, evaluating and using the most appropriate source of applicants”. On the other hand, Selection is the process of selecting the best candidate from a pool of applicants. Selection is defined as “the process of choosing from among the candidate, from within the organization or from the outside, the most suitable person for the current position or for the future position”, (Koontz and O’Donnell, 1972). David Decenzo (1996) defined selection as “a managerial decision-making process to predict which job applicants will be successful if hired”. Additionally, Stone (1989) stated that “selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job”. Foot and Hook (2005) suggest that “although the two functions are closely connected, each requires a separate range of skills and expertise, and may in practice be fulfilled by different staff members. The recruitment activity, but not normally the selection decision, may be outsourced to an agency. It makes sense, therefore, to treat each activity separately”. The overall aim of a recruitment process is to get the most appropriate candidates with the least costs. Normally the recruitment process follows the following stages:
Job description is an important part of job analysis and is a list of “tasks, duties, and responsibilities that a job entails” (Raymond 2004). Job specifications require the “knowledge, skills, abilities, and other characteristics required for a person to be qualified to perform the job successfully” (Raymond 2004). Recruitment is the next stage once the job analysis stage has been completed. The organization wants to attract people for the particular vacancy. There are three important functions why organizations recruit people. First they want to “attract a pool of suitable applicants for the vacancy”. Secondly to “deter unsuitable candidates from applying” and thirdly to “create a positive image of the company” (Gunnigle 2006). A company can have two options to recruit people it can be internal or external sourcing. Internal sourcing is a good cost effective method to reduce costs by eliminating the need for external advertising/sourcing. Employees that are promoted in the organization can get highly motivated and ambitious to work really hard for the company. They also have the accumulated experience in the organization and job induction would not be necessary for them. Internal recruitment can be beneficial to HR managers because they know the internal strengths and weaknesses of people. The HR manager can train internal employees to have up to date skills for the new job function in the organization. However, there can also be problems by recruiting internally as it can lead to problems when the candidates come from one department. Also there can be the danger that the organization with an intensive usage of the internal recruitment can suffer from fresh blood and they may end up losing out on good potential employees from the external recruitment environment. External recruitment can be used by organizations to bring new people to the organization. This can be a huge benefit for the company because...
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