Recruitment and selection
Outline the criteria which may be used to evaluate different selection methods? How might companies improve their selection procedures?
According to Barber (1998) recruitment is the ‘’overall set of activities conducted by an organisation to attract and identify suitable applicants to fill vacant or anticipated job openings’’, whereas the selection process concerns the actual matching of an employee from the pool created by this recruitment process, to adequately fill vacant post; The overall goal being to improve and optimize overall business productivity through its workforce.
Therefore once the job analysis phase and person & job specification competencies are identified, the recruitment phase can begin. Here organisations face a dilemma about whether it’s useful to recruit internally or externally. By choosing the former, they may benefit from recruits already knowing about how the organisation operates so socialisation and learning will be kept at a minimum, may motivate existing employees who can see new opportunities from within the wider organisation and it’s more economical. Despite this it prevents new ‘talent’ coming into the organisation may actually create a gap elsewhere in the firm, and quite often it does not supply a suitable pool of applicants.
Hence, ‘’ Ensuring the right number of people with the right skills are in the right job at the right place, time and at the right cost’’ is critical to a business’s continued success and competitiveness, given that ‘’an organisation is only as effective as the quality of its workforce’’ (Maund 2001). Furthermore, Schmitt & Chan (1998) argue that suitable candidates who perform to the expected standards minimizes the need for further recruitment and selection (R&S) costs, financial costs from poor hiring, litigation claims and other organisational costs.
Therefore Maund (2001) argues for systematic consideration and planning of human capital vis-à-vis corporate...