Recruitment and Selection

  Selection Techniques Selection is the process of picking individuals who have relevant qualifications to fill vacant vacancies in an organization (Kumar & Gupta, 2014) .  Organizational results are improved by better recruiting and selection practices (Kumari, 2012) . The goal of selection is to determine a candidate's suitability by estimating how well they will perform in a given position  (Armstrong & Taylor, 2014) . According to the Kumari, (2012) Selection is much more than just choosing the best candidate, it is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires. There is no doubt that employees' experience, qualities, educational background, attitudes, behaviors, and personality play a significant role in achieving organizational success goals. Failure to achieve those goals can be caused by a lack of qualified personnel (Memon, et al., 2018) . Therefore the task of selection is one o...

  Employee Selection Process Once the adequate number of candidates attract via the recruitment methods, the next step of the organization is to choose desired employees from the pool of recruited applicants  (Daft, 2012) Thus, selection is the process of identifying the most appropriate and suitable person for a specific job (Otoo, et al., 2018) . Employers evaluate applicants' characteristics during the selection process in order to determine the fit between the job and the applicant's characteristics (Daft, 2012) . If a company's success is ultimately determined by its employees, who have the necessary skills, work-related values and attitudes, and motivation to achieve organizational goals, then selecting employees is one of the most important decisions that HR managers/specialists must make (Yu-Ru, 1999) . Sunday (2015) states a good selection requires a methodical approach to the problem of finding the best matched person for the job selection process. Accordin...

  Positives and Negatives of Recruitment Sources The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization (Sunday, et al., 2015) . The main goal of recruitment is to attract a sufficient number of candidates who meet the job requirements, so that the employer can select the best person for a specific job (Muscalu, 2015) . A source of recruitment can be described as avenue through which a prospective employer can organize a pool of prospective job applicants or job seekers. Basically, there are two avenues preferably described as sources of recruitment.  The two are externals and internal sources (Otoo, et al., 2018) . The benefits and drawbacks of internal recruitment sources and the external recruitment sources are as follows. Positive factors of Internal Recruitment Ø   Use as a tool for employee development and retention (Waqas, et al., 2015) . Ø   Lead to employee motivation a...

External Recruitment Sources External source of recruitment means recruiting from outside the company (Otoo, et al., 2018) . External recruitment must be well planned and coordinated and is especially needed fast growing organizations or those for which a keen interest from highly qualified labor force (Muscalu, 2015) . Also that external recruiting may be effective in certain situations it includes the ability to attract the most qualified individuals, a reduction in resentment, the ability to bring in new ideas to the organization (Sunday, et al., 2015) . External recruitment sources Ø   Advertisement According to Armstrong (2014) Advertising has traditionally been the most obvious method of attracting candidates and it is still fairly important. Employer will publish a job advertisement in newspapers. In that advertisement they include the information’s about the organization, job title, job role, qualifications required, age limits, packages and benefits in briefly....

 Internal Recruitment Sources Recruiting from within the Organization is referred to as internal sources of recruitment (Otoo, et al., 2018) . Internal recruitment is cost efficient, support employee satisfaction and morale (Shafique, 2012) . The wealth of information available about current employees may reduce the possibilities of poor placement decisions being made (Yu-Ru, 1999) . Firms frequently have a bias favoring insiders (DeVaro, 2016) . According to Harky (2018) internal recruitment sources , Ø   Promotion Ø   Demotion Ø   Transfer Ø   Job Posting Ø   Job Bidding Further Harky (2018) states human resource manager embarks on internal recruitment when the organization sees that some current employees need to be promoted, demoted, transferred, and be posted. If there is a human resource information system, the employee data base can be scanned to match the requirements of the positions with the skills and the experience of existing ...

Methods of Recruitment  “Recruitment is the process of finding and engaging the people the organization needs” (Armstrong & Taylor, 2014) . Vacancies occur on a regular basis throughout organizational job hierarchies, and employers must choose whether to fill them with internal hires or external recruits. Employers have a nearly limitless number of methods at their disposal for publicizing job openings (Breaugh, 2009) . Recruiting is an expensive, but necessary, activity for most businesses (Wiley, 2011) . Even when unemployment is high, businesses frequently have difficulty finding people with the skills that they require. (Daft, 2012) . Therefore use of correct method of recruitment is very much important for an organization. There are two types of recruitment sources. Those are internal recruitment and external recruitment (Harky, 2018) . 1.       Internal recruitment Internal recruitment proposed that when vacancies exist in the organization, ...