Effective recruitment and selection are pre-conditions for achieving high employee performance and ultimately achieving the organization's objectives.

 

Expertise of the human resource department is something that is much needed for a better recruitment process. Challenging situation is to make important hiring decisions. One of the successful organizational successes nowadays is a highly skilled human resource management team. Better decision-making skills and selection strategies leads to better and improved outcomes.   Getting the right individuals at the right place at the correct time doing the correct activity is a fundamental component of enlistment and determination measures which can influence the exhibition of the association. Effective recruitment is a tool that can support a company for higher levels of growth.

 METHODS AND SOURCES OF RECRUITMENT:

There are two types of methods:

Internal - when organization fill vacancy within the organization,

External - when organization decided to fulfill requirement of vacancy from outside the organization.

The strategies for selecting will rely on the wellspring of enrollment the association plans to use.

RECRUITMENT & SELECTION PROCESS:

Recruitment process consists of:

1.         Recruitment planning: It is a predesigned strategy for hiring employee. It is an act of identifying goals of specific plan of recruitment.

2.         Strategy Development: this is also referring to as strategic planning. It’s a game plan to achieve specific goals and objectives.

3.         Searching: to search best talent for required position is the main part of recruitment. It is a process to source a resource for the specific position.

4.         Screening: after the searching and sourcing, screening occurs. The applicants who fit best in the required position are screened and shortlist for an interview.

5.         Evaluation & control: it is the last stage in the process of recruitment. In this stage the position is offered to the most deserving candidate whose credibility is preferred prior to others.

Examples of different organizations:

         Procter&Gamble: They have the ability to hire top skilled and talented employees. The recruitment criteria they follow:

Submitting an application of candidates, a success-driver assessment (measure work related attitudes), Reasoning screen (to make sure to survive in challenging environment).

         Google: They have unique interview process. They use to ask theoretical questions from their candidates, as well as result processing examination. One competitor report after his first time applying, he was told Google would catch up with him after he earned two years of experience. By and large the probability of hearing back from an organization would be pretty much nothing. Two years precisely after their first contact, the competitor got a call. This a perfect representation of an organization that knows precisely what they are searching for in applicants, and see some of the time sitting tight for the best one is the most ideal alternative.

         Gallup’s: They process the interview how they respond under pressure. Before hiring they make sure that either their employee able to maintain composure and provide accurate results or not. They start interview with an online assessment. All aspects of interview are based on data.

 

Marking Criteria:

·         Application of required key concept/s in the given situation- 50%

·         Presentation style of the answer – 30%

·         Clarity and completeness of the expected content - 20%

By Kahkshan Asif ☺