department in which they try to search out potential candidates who are able to

Department in which they try to search out potential

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department in which they try to search out potential candidates who are able to fulfil the job description criteria, and encourage those individuals to apply for that position. Whereas selection involves the step through which the candidate are passed in order to screen them whether they fulfil the required knowledge, skills and abilities. Although they are closely related but these two are different processes, recruitment in general can refer as, acquiring job applications. Where selection is choosing the application form the recruitment process and offering the employment. Recruitment and Selection is not only a basic but as well a crucial activity of Human Resource Management and it also is the main approach to recommend talents into companies and organizations. Under the context of increased global competition, high- level individuals are the crucial factor for the survival and development of enterprises and organizations. Both of these activities are having importance, the purpose of recruitment is to create a pool of talented applicant to enable the HR department for selecting the best candidate for organisation, and attract a big number of candidates applications, whereas the activity of selection helps the employer to chose the right candidate for a job position. . The recruitment and selection is a skilled and costly process which needs to be structured and organised. During the recruitment and selection process the HR team should share jointly with the line manager as well as he / she will have complete information on the organisational requirements from a person working on that position. The Process of Recruitment and Selection
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Recruitment Process In the recruitment process, job analysis is the first stage within the organizations. It is very important to gather data about the whole situation of organization positions' nature and structure. The principle to check whether the structure is eligibility is the 'fit'. Is the job fit this person or is that person fit the organization? How about the employee performance and records? The answers of those questions should be found out within the job analysis. This period involved data collection and materials retrial, such as employee performance appraisal and records, and so on. Job holders records is a vital factor should be concerned as well. Job holder could use interviews, structures questionnaires, diaries to record their activities and get information in order to gain validity job analysis. Considering the reports form colleagues is another approach within the job analysis. So those three aspects underlay job analysis in the first stage of recruitment in organizations. Next stage is job description, person specification. Firstly, the function of job description gives the applicants or recruitment agencies an orientation about the organizations' needs. Once the applicants and recruitment agencies knew the orientation, the staff will design the employment contracts and begin to prepare the selection techniques to ensure next stage's normal operation. And the other
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