Recruitment and Selection Strategies - Essay Example

Recruitment and selection Recruitment and Selection Strategic management often involves specific processes and employing different and selective processes across the different aspects of their business. Recruitment can be described as the process of searching as well as obtaining potential candidates. These persons often have a desired knowledge, experience and skills and therefore provide the widest pool of applicants that can be able to provide the greatest opportunity in order to select the best people for the different required roles in the organization. It is imperative to understand that the best applicants for the role can only be gotten from competitive advantage (Compton, 2009). Therefore, with ineffective recruitment as well as selection the effects can be said to be erroneous and recruitment and selection that often result into enormous disruption, interpersonal difficulties, poor customer service as well as long term costs. There is therefore, a need to ensure that the team that is chosen is a team that is experienced in different matters regarding the requirements of the position. In the selection panel, a pool of candidates should be identified through the recruitment process and the most appropriate person or candidate should be indentified through the selection process. This process should not however be limited to testing, reference checking and interviewing. It is imperative to understand that the purpose of the selection process is often to ensure that the best persons or people are appointed for the set role using effective, equitable and fair assessment activities. Having an effective recruitment strategy can be said to be paramount to any organization, this is because the recruitment as well as selection function often becomes costly and an inefficient process if it is ignored and it is not approached in a systematic as well as proactive manner. The recruitment and selection strategy should ensure that the organization has the necessary skills, attributes and knowledge intended to meet both current as well as operational requirements, secondly, there is a need to ensure that supply meets the demands requirement. There is also a need to improve the selection process by ensuring that all the different applicants that meet the requirements of the position are efficiently selected for further investigation. The best recruitment and selection services involves the strategic management beginning with the identification of needs in the organization as they relate to both future as well as current labor demands. It is imperative to note that the accomplishing of this task often requires the ability to identify various jobs as well as roles that are needed within an organization to meet both current as well as future goals that are related to growth and production. Once they have been clearly identified, the concise job descriptions as well as duties can be able to ensure that there is recruitment that is streamline that is aimed mainly at the efficient recruitment as well as hiring. The hiring of the managers for example, should focus on recruiting activities aimed at attracting the right candidates for the job. The recruiting activities should include internal efforts, technical as well as vocational events and the traditional newspaper advertisements. It is imperative to note that based on the needs that exist in the current openings as well as the forecasts for future needs, there is a need to hire a manager that will need to direct efforts towards the best option for the recruitment of the right candidates. For example, the focusing of college hiring fairs as well as traditional newspaper advertisements is often appropriate for the low entry-level positions that exist in the company. When it comes to selecting the right candidate, there is a need for one to identify the specific skills, qualities and knowledge that one seek and wish in an employee. This often pertains to the essential skills and knowledge of the position, this includes the specific degree or certification, personal qualities that are desired. For example, the preference that exists where one is known to hire employees with ethical standards as well as moral. There are other significant parts of the assortment process that includes the conducting of any necessary aptitude tests as well as the conducting of a thorough background in order to check sure whether the employees meet the fundamental qualification for both the position that they are in and to the company. There are three most effective and valid methods of employee selection, they include General Mental ability, structured interviews, as well as situational judgment tests. The General Mental ability (GMA) can be described as possibly the single most effective tool when it comes to selection. In fact, this approach has been effective when it comes to the prediction of future performance in almost every type of job and at different levels as well. This is from the entry levels to the CEO position. The GMA is often assessed in different variety of ways, this includes a 30 minute paper and pencil test such as Wonderlic to online computer adaptive tests (Compton, 2009). It is imperative to understand that both the computer, paper and pencil tests are valid and they allow the organization to select the approach that fits the best. It is imperative to understand that it is very important for a company to graph demographics, scores, as well as hiring decisions (Compton, 2009). This is because the GMA tests can have an adverse impact on the selection of different groups. The adverse impact often occurs when the selection procedure can often lead to substantial disadvantage for the members of the small minority groups. Cognitive ability can be described as a universally related to performance between jobs of different levels and these ranges from the manufacturing to a sector executive directing. Further, when it comes to GMA, there is no special training that is required when it comes to administer tests (Compton, 2009). Structured interviews are important and are more that standard interviews that often ask about one’s life (Brown, 2011). In the structured interviews, the interviews can be said to be behaviorally based behavior where applicants are asked a series of predetermined, specific as well as job related questions while their scores are compared to a detailed criteria. The situational judgment Tests can be described as tests that have multiple choices that are equivalent to the structured interviews. In the situational judgment tests, the applicants are often asked to choose how they should be able to respond to a variety of hypothetical situations which are relevant towards the target (Brown, 2011). The results often indicate whether an applicant can respond to complicated decisions and because of this approach, the situational judgment tests is often considered to be one of the best approaches for the technical and managerial positions. In the selection process, there is a need for one to combine more than one instrument in order to improve the predictive validity for the hiring process. For example, many organizations often combine the GMA tests with structured interviews and this can be said to be more effective as compared to using them alone (OMeara, 2013). Employers in the 21st century are using various recruitment strategies in order to meet several recruiting goals. In order to attract as well as hire the best, there is a need to use recruiting methods that are up to date and those they include sourcing, engaging, pipelining as well as building a talent community (OMeara, 2013). The referral recruitment strategies according to research are the number one source when it comes to hiring volume. These high numbers show that indeed employers cannot ignore the fact that employee referrals is one big source of candidates as well as quality hires. The referral recruitment strategies often make the referrals easy, effective as well as rewarding (Foster, 2003). The second method for recruiting is the social recruitment strategies. This often includes the use of a well managed social recruitment strategy in order to allow different recruiters as well as employers to engage, attract as well as hire the best qualified candidates at an expense that is less and farther reach than the traditional recruiting methods. In order to effectively execute the social recruitment strategies, there is a need for one to use consistent brand across different channels of social media (Brown, 2011). This includes the use of the corporate culture as well as the employer brand. It is from here that the company can observe as well as identify activities across the social networks. The candidate responses, questions interactions are often clues to where the focus on the social media recruitment should be. When the brand is in place and one has identified where in the social network one is most active, one should then go ahead and engages the best candidates with valuable content such as webinars, incentives, blog posts and videos. There are also other creative recruitment strategies that should be kept in mind. For example, self selection strategies where applicants are invited to open groups, group interaction events where the recruiters and the employers interact and see potential employees. Lastly, there are a job fairs as well as non recruiting events such as meet ups where the candidates in the industry are present. These events include conferences or even at times exhibitor fairs. References Foster, M. (2003). Recruiting on the Web: Smart strategies for finding the perfect candidate. New York: McGraw-Hill. Brown, J. N. (2011). The complete guide to recruitment: A step-by-step approach to selecting, assessing and hiring the right people. Philadelphia, PA: Kogan Page. Compton, R. L., Morrissey, W. J., & Nankervis, A. R. (2009). Effective recruitment & selection practices. North Ryde, N.S.W: CCH Australia. OMeara, B. (2013). Handbook of Strategic Recruitment and Selection: A Systems Approach. Emerald Group Publishing Limited. Read More