A group interview comes in form of a group discussion where about six applicants sit at a round table and discuss specific problems or case studies and they are being judged by a group of interviewers. If properly designed, it will identify competent candidates and accurately match them to the job.
Generally there are two types of sources from which any organization can look for potential employees.
Biographical profiling gathers more information ranging from age, gender, to personal history, relationship status etc that application forms and referrals can get and it is based on the belief that the future actions of a man can be predicted by his past.
The recruitment policy should be able to specifically lay down what is needed in every applicant in terms of what number is needed, their qualifications, working experience etc. Intelligence tests simply try to test the alertness of the applicant, it measures the thinking, verbal, special and numerical abilities of the candidate.
The insiders may have limited talents. The placement center helps locate applicants and provides resumes to organizations; applicants can be prescreened, applicants will not have to be lured away from a current job or lower salary expectations.
This means that once the recruitment process is successful and effective, there is a high chance of the selection process taking after it to become successful. Interviews are one of the most popularly used devices for employee selection.
Recruitment policies constitute the code of conduct which the organisation is prepared to follow in its search for possible recruits in the market place Cole, Comparing human capital to financial or physical capital, he notes that all are forms Business studies recruitment and selection essay capital in the sense that they are assets that yield income and other useful outputs over long periods of time.
Sources of recruitment It refers to the methods or sources of recruitment. As its advantages, it gives the organisation a better opportunity of filling up vacancies with qualified people, it gives room for innovation and free flow of new ideas and it is a fairer and more objective method of recruiting.
It is very clear that everything has positive and negative effects. Promotion to higher positions has several advantages. The ads generally give a brief outline of the job responsibilities, compensation package, prospects in the organization, etc.
The right mix of people with the skills, knowledge and abilities suitable for jobs in an organisation can only be gotten through an effective recruitment and selection process. The effectiveness of an organisation can be measured when that organisation is able to achieve the set objectives to the greatest maximum.
Business studies recruitment and selection essay the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications.
The size and growth of the organisation is something that attracts right talents to an organisation. The internal type of recruitment may provide the opportunity to alter the position of job to anyone in the Company, but the effective process of internal recruitment requires a robust assistance from other process to offer managers and leaders with the extra information to operate with.
Biographical profiling, psychological testing and assessment centres are the combined methods of contemporary selection. This is a very simple and self-explanatory definition. Introduction This essay gives an overview about which recruitment and selection approach should be adopted in order to achieve the best practice of Human Resource Management within the organization.
The subjective experience often referred to as happiness well being, discusses job satisfaction while functioning at work discusses the physiological and psychological aspects of employee health at work. Example it can lead to personal bias and stiff competition.
The Internal source of recruitment cannot bring competencies and new skills to the Company with the intensive use of internal recruitment Nutt, Where to look In order to reduce the costs, organizations look into labour markets most likely to offer the required job seekers.
The business has to notify the vacancies and wait for applications to initiate the selection process. Every organisation is created with a certain objective or goal in which it is supposed to achieve, an organisation is seen to be performing when it is able to use available manpower coupled with limited resources to achieve those set goals and objectives.
If after the end of the probation period which lasts for a month at the least or six months at the most, the employee is found worthy, he is then inducted and placed into his new department Onasanya, There should be criteria for recruitment which helps to cut down the large number of people who might apply for a certain job which eases down the activity of short listing candidates.
Whether an organisation is looking towards getting more staff, mostly likely through expansion or restructuring, or replacing staff members who are leaving, the organisation still has to perform the first activity of reviewing its options.
Those interested in the vacancy bid for the job by applying if they are qualified. This simply portrays the employees in the organisation as people who just carry out orders from above.
This motivates the employees to improve their performance through learning and practice. When companies are very large they need to filter out applicants and one way they do it is with several stages of interviews.
It is very clear that the Internal Recruitment can be considered as the favourite foundation for the individuals in the developed and constant companies. This definition simply states that an organisation will be tagged successful and a highly performing organisation if it can use to its advantage whatsoever limited resources at its grasp to achieve its already set goals.The purpose of the recruitment and selection process is to acquire a suitable number of employees with appropriate skills, in order to meet.
In an ideal scenario, the recruitment and selection process is cross-functional in nature, involving both HR and department heads, and is also linked to the long-term strategic requirements of the business. HR management assignment essay on: Recruitment and selection approach.
Q?? Write about the approach of Recruitment and selection?? Solution: Introduction. This essay gives an overview about which recruitment and selection approach should be adopted in order to achieve the best practice of Human Resource Management within the.
Recruitment and selection. As a human resource manager of my interior designing company, I am responsible for recruiting new employees for the company. Recruitment is the process of attracting individuals in sufficient numbers and with appropriate qualifications to apply for jobs.
This free Business essay on Staff recruitment is perfect for Business students to use as an example. Once this is decided, the recruitment and selection processes can begin.
3. The last activity in the formative stage is the job analysis and it is explained thus by the CIPD (as cited in Bloisi, ) Most studies have tried to.
Every business or organisation has a recruitment department, which is often undertaken by recruiters. It can be undertaken by an employment agency or even a member of staff at the business organisation.Download