The Methods of Selection in the Recruitment Process - Assignment Example

?The methods of selection in the recruitment process Within organizations, the methods of selection in the recruitment process are inherently different yet based on the premise of bringing in talent that can speak for its own self. This means that the related role of the human resources management domains is an important one because it dictates the way under which recruitment regimes are in action, this bringing people from different cultural settings yet equipped with the best of skills and abilities (Smith, 1993). The interviews are seen as one of the most quintessential factors behind the recruitment process. These are also backed up by the tests which find out how well equipped an applicant as and what he must offer to the organization once he gets recruited. The methods of selection within the recruitment process comprise of how well the organization is ready and geared to adopt these methodologies. If the organization does not come to terms with these methods of selection, it hires other companies which search for the required talent. However, what is needed here is an understanding that shall reach upon the premise of hiring people who are skilled enough to deliver the goods as and when required. Recruitment process is important to understand within an organization because it is the basis of resource provision that employers look forward to having (Bierman, 2002). The recruitment process paves the way for the growth and development domains of an organization since it finds the ways and means through which success will be deciphered in a proper way. What is even more significant is the way under which the human resources management department deals with the process of recruitment that shall only make the entire process understandable to the publics who are outside the domains of the organization (Noe, 2009). These publics would want to know what kind of recruitment strategies are in place within the organization and where the hiring regimes are coming into full action. Since these publics have a fair amount of say within the working methodologies, it is only natural to think of the discussion of stakeholders because these stakeholders have one or the other stake within the organization. Either the shares are being looked after by these stakeholders or they have invested a fair bit under the aegis of the organization (Laser, 1994). The need is to realize where the stakeholders deem the company in a positive way and what kind of optimism they have in mind regarding the chosen organization. In the same light, the organizational discourse must find a way through which the recruitment processes are handled in an ethical and moral way. If the hiring and firing domains are settled properly by the selection methodologies which are in place, then this should mean that the organization is doing something right for the new hires. This would be translated in the form of people joining its fore and aspiring to become a part of it in the coming times as well (Mckinney, 1991). However, many organizations are not well equipped to tackle all these issues and end up being at the receiving end of the public wrath for a number of reasons. The recruitment processes within China and the United Kingdom are important to understand because it outlines the basis of properly utilizing the resources within the domains of an organization. If the recruitment process manifests time delays and similar issues, then it would mean that there are serious problems that exist within the fore of hiring individuals within an organizational setting. Therefore the role of the human resources management department becomes an important one here as it has to find out the shortcomings and plug them at the earliest (Aguinis, 2004). The recruitment process thereby signifies the corrective role of the organization when it is dealing with the new individuals who are about to become a vital part of it, and who will eventually take it to newer grounds in the coming times. The human resources management department needs to comprehend where it is going wrong with these recruitment processes and what kind of policies and codes must be enacted to bring about a change which is for the betterment of all and sundry. The methods of selection must be so comprehensive and elaborate in their own right that no one should have the power to raise a finger on its working. This is something that suggests a great deal about the ways and means through which an organization makes its way through and fights through the different phases of trouble that come up every now and then. What is most significant here is the reckoning that individuals shall always be treated with utmost respect and care whilst being recruited within an organization and this must remain a hallmark for any organization that wishes to recruit and hire new people for its working basis in the coming times. The organizations which hire the very best are always looking at building their capacities through fair recruitment regimes, which indeed is something that gives them immense confidence to seek new talent that can make it big within a short amount of time. Therefore the discussion centers on the premise of recruitment being a major force that brings success for an organization. The bottom line within organizations is based on the premise that the recruitment process is such that it mirrors talent which could speak for its own self amid all the crisis and bad times that the business enterprise goes through (Cappelli, 1999). These individuals, who are essentially its employees, must know that they are giving in their best and showcasing true success through their endeavors, abilities and skills. Their hard work and devotion should rule the roost when the organization is going through a lean patch and when it is seeing everything in a rosy manner (Nelson, 1997). All said and done, the organizational discourse should always be followed no matter how tough it gets or what kind of troubles the recruitment regimes are going through at a particular point in time. This is the need of the hour and should always be kept at the very top in terms of prioritizing work realms within the organization. Bibliography Aguinis, H., 2004. Test-Score Branding in Human Resource Selection: Technical, Legal and Societal Issues. Praeger Bierman, L., 2002. Beyond Merit Selection. Fordham Urban Law Journal, 29 Cappelli, P., 1999. Employment Practices and Business Strategy. Oxford University Press Laser, S., 1994. Personnel Selection in Organizations. Personnel Psychology, 47 Mckinney, W., 1991. The Impact on Utility, Race, and Gender Using Three Standard Methods of Scoring Selection Examinations. Public Personnel Management, 20 Nelson, J., 1997. The Boundaryless Organization: Implications for Job Analysis, Recruitment, and Selection. Human Resource Planning, 20 Noe, R., 2009. Fundamentals of Human Resource Management (4th ed.). McGraw-Hill/Irwin Smith, M., 1993. The Theory and Practice of Systematic Personnel Selection, 2nd ed. Macmillan Press Read More