Resourcing: Recruitment and Selection - Assignment Example

Comments (0) Cite this document
Summary
Resourcing: Recruitment and Selection Introduction In the wake of stiff competition, organizations are becoming smarter in recruitment and selection of the right personnel to handle various tasks. The human resource professionals are being tasked with the responsibility of recruiting and selecting the best talents with the capability of keeping the organization ahead of its peers…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.8% of users find it useful
Resourcing: Recruitment and Selection
Read TextPreview

Extract of sample "Resourcing: Recruitment and Selection"

Download file to see previous pages Recruitment This is the act of resourcing for talents with the capacity to bring desirable changes to the organization through immediate contribution or long-term benefits (Beardwell and Clayton 176). It always involves systematic attraction, identification, selection, and redeployment of people of great value to the organization (Taylor 41). The employees to be identified must consist of individuals with potential of boosting internal mobility, countering perceptions of elitism, and supporting wider cultural changes needed in the organization. A company that is experiencing problems with its workers can also consider sub-contracting of workforce since it has numerous benefits. Recruiting Innovative Leaders The identification of authentic and innovative leaders in the stream of the talent pool is one of the most difficult responsibilities for the HR professionals since most of them are currently employed and thus are not looking for a job (McDonnel 211). Most effective and advance recruiting options available for HR professionals to exploit include peer referrals, professional societies and alumni lists, and special media networking among others (Wilkinson and Redman 33). The use of technology by the HR team is also likely to result into fruitful candidates suitable for the job who can help the company advance. The sourcing of middle to upper level management is crucial and may need peer referrals since others already have a strong knowledge of the strengths and capabilities required in various departments (Siobham, Morley and Forley, 190). The use of peer referrals helps in the identification of the candidates who possess the needed skills and can easily cope with the organizational culture. Professional societies are also another way of sourcing potential candidates for key positions in the company (Ralston 13). More unique and functional areas require professional societies to identify and recruit the right candidates with the ability to perform various challenging tasks for the company. Since the business societies are composed of specialists and scientist, needed for research and development, the specialized societies are important in identifying people for such positions. Behavioural and Professional Assessment Strong scientific basis for behavioural assessment and the influx of technology has enabled the HR professionals’ access various tools that they can use for their recruitment strategies. The behavioural assessments are amongst the tools than can be successfully used in selecting and recruiting people to perform specific tasks for the organization (Mellahi and Wood 14). Individual differences provides the HR professionals with the opportunity to administer proper selection as they capitalize on various experiences of each person in coming up with the best candidates. The use of cognitive ability test provides good candidates for the management level than most of other recognized methods. The cognitive ability test that applies space visualization, word fluency, and symbolic reasoning is good in determining the creativity of candidates needed for various tasks (Llorens and Kellough 15). Personality tests are also ideal method for recruitment since it enables the HR professi ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Resourcing: Recruitment and Selection Assignment”, n.d.)
Resourcing: Recruitment and Selection Assignment. Retrieved from https://studentshare.org/human-resources/1488046-resourcing-recruitment-and-selection
(Resourcing: Recruitment and Selection Assignment)
Resourcing: Recruitment and Selection Assignment. https://studentshare.org/human-resources/1488046-resourcing-recruitment-and-selection.
“Resourcing: Recruitment and Selection Assignment”, n.d. https://studentshare.org/human-resources/1488046-resourcing-recruitment-and-selection.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Resourcing: Recruitment and Selection

Recruitment and selection

...sufficiently changed various organisations in a way they manage their Human Resource (HR) (McCormick,1998; Stowers, 2000). Furthermore, such online approaches can be used to broaden the pool and augment the speed of the selection process ( Richtel, 2000). In addition to that, a virtual human resource is considerably different and unique in comparison with the traditional human resource. Elliott & Tevavichulada (1999); Greengard, (1995); Jones, (1998) contend that online recruiting do not share many features with the traditional recruitment. They contend that online recruitment is paperless, and there is no use of paper...
7 Pages(1750 words)Essay

Recruitment and selection

...? Topic: Lecturer: Presentation: Section Personnel Requirements for Job Vacancies Human resource planning is crucial in all organisations that wish to a gain competitive advantage. It ensures that human resource requirements of an organisation are identified and that plans are made for satisfying the requirements (Armstrong, 2010, p.190). Organisations should align their HR planning with the business plans thus ensuring a better control over staffing, costs and the number of workers employed. The importance of planning is that it ensures the equal opportunity principle is adhered to in recruitment and selection. The process of recruitment begins with job analysis which entails collecting information about the job through tools... probality...
6 Pages(1500 words)Essay

Recruitment & Selection

...Recruitment and Strategy: A Critique The recruitment strategy presented for ServiceRepresentative 1 or "bank teller" gives a very good understanding of how a business organization should go about in selecting the suitable person from a pool of applicants. The paper should be commended for its thorough analysis of the traits and characteristics for this position and how a potential employee is screened to meet the requirements. However, the strategies presented can still be improved by including some techniques which have been overlooked by the presenters. In terms of recruitment, the techniques specified are commendable because these take advantage of the advancement...
2 Pages(500 words)Essay

Recruitment and Selection Processes

...RECRUITMENT & SELECTION PROCESSES (Degree for which this dissertation is being submitted) Submitted in part fulfillment of the Date of Submission 1. Introduction Human resource planning identifies employment needs, job analysis determines the qualifications needs and recruiting provides a pool of applicants for selection. Recruitment and 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. Various recruitment and selection tools and techniques are...
8 Pages(2000 words)Essay

Recruitment & Selection

...R.Preeti 26/4/2007 RECRUITMENT AND SELECTION Any business would look towards selecting the right candi s----candi s who would not only make it profitable for the company, but would also use the company experience to upgrade their skills. This give-and-take helps in the establishment of mutual trust. The selection and recruitment of the right candidate, who would eventually become a face of t he company in the external sphere of activities, is an uphill task. A number of parameters come into play due to the importance that each employee carries. One of the biggest aspects of a ...
4 Pages(1000 words)Essay

Employee Resourcing

...EMPLOYEE RESOURCING Introduction Employee resourcing is an important function undertaken by organizations to ensure that they obtain and retain the human capital that they need, for productive employment. This includes aspects of employment practice that relate to welcoming people to the organization, and releasing them if it is necessary to do so. Employee resourcing is a key part of human resource management which "matches human resources to the strategic and operational needs of the organization" (Armstrong, 2003: 347), and ensures the complete utilization of those resources. Its main focus is on selecting and...
10 Pages(2500 words)Essay

Recruitment and Selection Strategies

...THE ROLE OF RECRUITMENT AND SELECTION STRATEGY IN SUPPORTING EMPLOYEE RETENTION WITHIN A COMPLEX INTERNATIONAL LABOUR MARKET [Type Here] [Subject Name Here] [Instructor Name Here] [Date Here] Table of Contents References 13 An Evaluation of Recruitment Strategy and Issues of Attracting Talent in an International Dimension Recruitment strategy is essential for every organization; the human resource department takes it as a very important task (Stay, 2008). If an organization develops a recruitment strategy that is effective and aligned with its goals, over all organizational performance is positively effected....
10 Pages(2500 words)Essay

Recruitment and Staff Selection

...Recruitment and Staff Selection Introduction Job postings and attracting quality people to the interview desk is a challenging task in the face of wide range of options and alternatives available to the job seekers. Recruitment advertisements play a vital role in conveying the right message to the right candidates to apply. The way the job postings are designed and presented to the potential job seekers is crucial in attracting the desired candidates possessing the pre-defined skills. Conventionally, the print media was the primary target for posting recruitment ads, however, with the rapid influx of the Internet the organizations are using this medium extensively to...
2 Pages(500 words)Essay

Recruitment and Selection

...accurate assessments on the weaknesses and strengths of applicants when identifying the person who is highly likely to perform a task more effectively. An excellent description of what selection is all about is provided by Gatewood, Field and Barrick (2010) on page 307. An applicant’s pool may serve as a limiting factor during the selection process because if there are applicants who are not appropriate for the position, the probability that the human resource management team will identify the appropriate applicants is low (Gatewood, Field and Barrick, 2010). The illustration shows the selection process is all about organizations choosing between job...
4 Pages(1000 words)Research Paper

Recruitment and Selection

...Recruitment and Selection of a Job Candi Recruitment and Selection of a Job Candi Various selection factors are when selection a job candidate. These include feedback information from employees and employers, a candidate’s potential to adapt to the values of the organization. Also important is confidence in the potential employee to perform the task required. The factors are critical in the selection of the best-qualified candidate. Recruitment Process A hiring manager is, and the HR department conduct the selection of a candidate that receives a job. Role of HR in...
1 Pages(250 words)Article
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Resourcing: Recruitment and Selection for FREE!

Contact Us