Question three answer: The main methods of selecting potential employees for a business are: 1. interviews : the aim of the selection interview is to determine whether the candidate is interested in the job and competent to do it. It is also used to explain the work of both the business and the job and to establish expectations on both sides.in terms of it being a two way process as discussed earlier, it is also a chance for applicant to assess whether they want the job being offered. Although the majority of applications do not explicitly ask about age, many include inquires about an applicant’s education dates (year of high school graduation), which can be used to infer an applicant’s age. 2.tests: there are various types of tests and ways in which they might be used as part of the selection process. Tests can be used to measure aptitude, such as competence in literacy or numeracy, or personality.
It is the process of assessing candidates and ensures that the most appropriate candidates are hired. This scheme is optimally used for staffing the organization. Firstly, the job applications has to be completed. This step indicates the employee desire position and this application provides information useful and relevant to the upcoming interview. The interview is the most common method in which selection committee evaluates an applicant’s
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1.
After the identification of objectives, the next step of the recruitment and selection process deals with the job advertisement. A vacancy announcement is essential for every HR best practice model. In order to create a job ad, the organisation has to analyse the required skills, education and experience for this vacancy. Then, the position has to be described, requirements for the vacancy have to be written down and contact details have to be stated (Cable & Yu, 2014, pp. 279-280).
Attracting candidates – Reviewing and evaluating alternative sources of applicants, advertising et cetera 3. Selecting candidates – Sifting applications, interviewing, assessing candidates, offering employment. They then must go through each stage of recruitment and selection, beginning with a job specification or person specification for the vacant position
Muller (2013, online) states, organization need to find description before selecting employees whether they might be insider or outsider. Selecting candidate within the company is called internal hiring and hiring from outside is external hiring (Muller, 2013, online). There are some benefits of internal recruitment by which an organization can be benefitted. Paauwe (2009, p2) suggests, internal methods of hiring are beneficial for the firm as it helps to reduce advertisement and other hiring costs. According to Paauwe (200(9), If an organization hire employees internally, organization do not need to pay the cost of advertisement for the different medium such as through newspaper, job portals, social media, recruitment agencies.
Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of STAFFING. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones.
Selection is a difficult decision making process. Business
At the point when more people apply for employments then there will be an extension for enlisting better people. The occupations seekers as well, then again, are looking for associations offering them work. Enrollment is a linkage movement uniting those with employments and those looking for occupations. In straightforward words, the term enlistment alludes to finding the source from where potential representatives might be chosen. The logical enrollment prepare prompts to higher profitability, better wages, high confidence, diminishment in labor turnover and upgraded notoriety.
The effectiveness of recruitment process leads to maximum extent. Recruitment is the process of attracting and selecting capable applicants for the right employment (Kumari, 2012). The importance of diversity should be taken into account at each stage of the recruitment process to ensure the hidden bias is removed and the most integrated applicant is not being blocked from entering and organization. Hence, it is a vital activity and those who involved in the recruitment process have to equip with the appropriate knowledge and skills. In order to increase the efficiency of recruitment, it is recommended that following steps are followed by the organization.