Recruitment and Selection

Topics: Recruitment, Employment, Employment agency Pages: 5 (1767 words) Published: April 6, 2013
Proper recruitment and selection is very important to the future of any organisation. It determines whether or not a company is profitable or through the proper management of its Human Capital. The following discussion will explain some of the methodologies which are very useful in the recruitment and selection process to ensure that an organisation optimizes all avenues available for growth and profitability. Recruitment and selection processes are usually quoted together. However; they are two separate functions in the context of Human Resource Management. Firstly, recruitment is the process by which applicants are attracted within an appropriate labour market for vacant positions within an organisation. In layman terms, it describes a process whereby the employer is seeking the right person or candidate for the job. The recruiting method can be termed as internal or external. The internal methods uses are job posting, skill inventory, job bidding and referrals. Job posting is referred to when the employer advertise vacancies, by use of bulletins or notice boards, the company’s newspaper and/or the use of the internet. Another skill used is Skill Inventory or Skill Bank. This method lists the employee’s personal information, qualifications and educational background, training opportunities, work experiences, present job position, relevant job skills and abilities. Another method used is Job bidding. This involves the relevant union and the employer engaging in discussions relating to workers’ salaries and compensation and also discussions relative to the worker’s job security. The referral method is used within the internal structure of the company to ensure proper management and workflow of the said organisation. This internal method ensures that employees are given the opportunity to grow and expand within the organisation to which they are currently employed. In the case of contract workers, they may become permanent members of staff. On the other hand, permanent staff members are also given opportunities, through their level of experience, for promotion within the company. External methods used by an organisation are advertising, private employment agencies, executive search firms, public employment agencies and the internet. Some methods used to advertise vacancies are as newspapers, magazines, newsletters, radio and television, (clearly written specifically defined advertisements would attract qualified applicants only). Private Employment Agencies conduct the preliminary applicants’ screening for the organisation or company. The job seeker is charged a fee by the employment agency for its services in locating a job for the applicant. If successful at the screening, the job seeker is placed within an organisation. Public Employment Agency is usually a government service agency. This agency would screen job seekers to fill vacant posts within the Public Sector. The internet is the most common and fastest way of posting. Apart from the internet, daily circulated newspapers are another method used for advertising vacancies. Executive search firms or consultants are used when recruiting for senior positions. The consultants would use persuasive methods to find the most suitable person for the job. This search leads the prospective employee to greater enhancement of their career. The various recruiting methods mentioned have their advantages and disadvantages. The advantages of the internal recruiting methods are: the employee knows the working environment, less cost incurred by the employer for training and hiring of staff, the employee would feel a sense of belonging and they would feel motivated to work for that organisation. In this aspect, the employer would be comfortable knowing that he/she has appointed the best person for the job. The disadvantages of the said internal recruiting process are that there is a lack of development in terms of the company’s position to move forward due to a lack of innovative...
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