Methods of Recruitment - Essay Example

Methods of Recruitment Recruitment or selection of candidates is a critical process in any organization. There are different methods of selecting candidates. Different organizations use different methods for selecting candidates. Each method has its own merits and demerits.choosing effective method of selection plays very important role in the progress of company or organization. If the company choose right candidate than it will prove helpful for the progress of the company. There are verities of methods of recruiting that are being used now a day, ranging from traditional application forms to references. There are many recruitment methods which include: 1. Application Forms 2. Resumes 3. Interviews 4. Presentations 5. References 6. back ground checks Following is the comparison of these methods Application forms: Selection with the help of application form is one of the most widely used methods that organizations are using now a day. A pre defined application form is designed by the employers them selves. The employee fills this application form and submits back to the employers. The main advantage of application form is that employer only gets those particulars of candidate which the organization requires as the form is made by the employers themselves. So there is no chance of receiving extra or irrelevant information regarding candidate, this thing distinguished the application forms from other methods of selection. On the other side in using application form as a method of selection there is a chance where candidate fills the application form wrongly and misguide the employer. In this regard interview is the best way of judging one’s ability to work in the organization. Some organizations gives very lengthy application form to the candidates which irritate most of the candidate as they feel uncomfortable in filling the lengthy form. In this regard resume is best as it is according to the thinking of candidate. Resumes: Resume is the traditional method of selecting the candidates. In resume candidate can express his full abilities and qualifications to the employers. Resume can prove an effective way of selection if used correctly. Most of the organizations asked employers to submit their resumes in order to apply for the job. The advantage of resume is that it proves helpful to the applicant in a manner that it can be updated according to the need. An existing resume can be modified according to requirement. In resume the applicant can write his strong points and abilities according to the nature of job, but in application form only the information required by the employer can be filled. The drawback of resume is that it creates problem for the employer because resumes are made by candidates themselves according to their own point of view. They include the information that is not required by the employers. There are different formats of resume which also cause problems for the employer in order to retrieve their related information. Interviews: Interviews are widely used for the selection purpose. There are different types of interviews, each having its own importance.different types are used in different situations. Types of interview include structured interview, group interview, formal interview etc. in interview the interviewers asked the questions related to the requirements of the job from the candidate. Like other selection methods interview also has advantages and disadvantages. The advantages of interviews are that these prove useful in determining the candidate’s verbal fluency as the interviewer is in direct contact with candidate. Also in interview candidate personality can be judged which cannot be done by application form or resume. In this regard interview proves helpful for employers to select the appropriate candidate. With the help of interview candidate job knowledge can be judged which is very difficult in application form or resume. If the applicants are equally qualified than interview is the best way of selecting among these candidates. Interview may be modified according to the situation. There are also disadvantages of interviews. In interviews there is chance of biasness while selecting the candidate. In interview the interview judge the candidate in the first few moments and the remaining time is used for verifying the judgment. Some interviewers are not well aware of the job requirement which is not good thing because if they have not relevant knowledge of job than how can they select the right candidate for the job. So the interviewers should be fully aware of the requirements of the job for which they are conducting the interview. Interviewers are interested in applicant and they ask question about the abilities and Another issue is that mostly interviews are not standardized they are not according to any pre defined standared.questions are asked openly from the candidate. We can say that interview can become a very useful way of selection if done according to the standards and requirements of organization. References: Selection is also made on the basis of references. References are used in a way to know about candidate from someone else who knows the candidate. References include information from previous employers and co –workers. If the applicant is hardworking and do a great job in his pervious company or organization than references can be proved very useful for him to get the job in new organization. When the previous employer gave good comments about the applicant than this thing greatly help the applicant in getting the job. The problem with the references is that some people use wrong references which misguide the employers. This issue is increasing now a day. It is not good thing that you should give wrong reference for someone. References can be useful if they are right and effective and should be given by those persons who really know the abilities of candidate, so that the reference will prove useful for the candidate to get the job. If references are provided by unfavorable means, then this thing can create problems for both the candidate and employer. As compared to other methods of selection references are used very less because they are not authenticated way of selection. Presentations: Presentations are another way of selection or recruitment. Different companies and organization use presentation as a way of selecting candidates. in this method the candidates are asked to present their ideas and thinking which are related to job requirement. Employers see different presentations from the candidates and select the candidate which is more confident and has more appealing ideas. In some organizations the applicant is given a specific time frame to deliver his presentation. The problem with the presentation is that it has limited time and applicant can express his abilities in limited time span, so full abilities of candidate can not be judged through presentation. Background Information: Another way of selection is selecting candidate with the help of his background information. Information regarding the candidate’s previous job, family and activities is collected and on the basis of this information the candidate is evaluated. If his background is good and impressive than it will prove useful for the candidate to get the job. If the background information is not very impressive, then it will not prove helpful for the candidate to get the job. This method of selection is not very effective as the candidate will be selected for the future work so it can be the case that candidate may not work properly in future despite his good background. Read More