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There exists a clear link between recruitment and selection. Recruitment defines a process of assembling a group of capable individuals to seek for employment in an organization…
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Recruitment and Selection Discuss the relationship between recruitment and selection Recruitment and selection is a designed realistic activity that involves the sourcing of employees. There exists a clear link between recruitment and selection. Recruitment defines a process of assembling a group of capable individuals to seek for employment in an organization. On the hand selection comprises of a process within which employers use distinct set of qualities to choose the most suitable candidate from a pool of applicants. Each of the two functions requires a different array of expertise and skills to accomplish. Moreover, recruitment unlike selection may involve outsourcing ( Schmitt, 2012).
Discuss how the characteristics of the job and organization influence job seekers
Organizational attributes i.e. training, advancement in opportunities and compensation tend to influence positively, the applicants perceptions.
Why is it important that job seekers develop accurate expectations of what their position/role will be in an organization before accepting employment?
Developing accurate expectations about the position to be occupied by aspiring employees is vital since it saves both individual and the company considerable time and resources. Inflated job expectations always results in new employees quitting the jobs after short stints (Schmitt, 2012).
Why does a realistic job preview benefit both the job seeker and the organization?
A Realistic Job Preview (RJP) is a recruitment approach employed by an organization in view of communicating vital aspects of the roles prior to offer of a job. This approach protects the merit system, enhances employee commitment and reduces turnover. Moreover, RJP provides the potential employee with a clear picture of what to expect as regards to the job (Schmitt, 2012).
What are the internal and external factors that influence an organizations’ recruitment strategy?
Internal factors comprise of; recruitment policy, human resource planning, size of the firm, growth and expansion.
External factors constitutes of supply and demand, labour, market, image, political social and legal environment.
What are the elements an effective recruitment and staffing action plan?
The elements of an effective recruitment action plan comprises of time horizons of recruitment activities. It also stipulates the approach of classifying applicant pool targets while also identifying the most appropriate techniques of contacting the targeted applicants.
What are the different methods that can be used to recruit external and internal job applicants?
Internal recruitment methods include job postings, replacement charts, information systems and nominations.
External methods include newspaper ads, periodical/journals, radio and TV, direct mails, employee referrals, networking, walk-ins, special events and public displays (Schmitt, 2012).
Is the internet an effective recruitment method?
Internet is an effective method for recruitment. This is because internet offers a wide range of competitors and new talent. It also offers a variety of candidates with a range of quality.
What are the advantages and disadvantages of social network recruiting?
Advantages;
It is not expensive
There is a wide range of applicant pool since it has a higher audience.
There is transparency which constitutes to recruiting effectiveness.
It attracts different competitors thus assuring quality.
Disadvantages;
There is a possibility of inbreeding and discrimination
The best applicants may not be in social networking arena.

References
Schmitt, N. (2012). The Oxford handbook of personnel assessment and selection. New York: Oxford University Press. Read More
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