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Assessment of Systematic Process of Recruitment and Selection - Term Paper Example

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Assessment of systematic process of recruitment and selection Contents Introduction……………………………………………………………………………3 Recruitment and Selection…………………………………………………………….3 Role of Diversity on the process of Recruitment and Selection……………………….5 Role of Social Media on the process of Recruitment and Selection……………………8 Conclusion……………………………………………………………………………….9 Introduction A person is an integral part in an organization…
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Assessment of Systematic Process of Recruitment and Selection
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Download file to see previous pages Hiring is an essential aspect of human resource planning which assists in the determination of the number and individuals the firm requires. Organizations strive to attain a diverse workforce. Human resource has continuously evolved, giving diversity in organizations a new face. Though different organizations have different meanings and definition of diversity, contemporary diversity in work places engrosses more than the conventional view that centers on races and gender (Bohlande & Snell, 2011). Changing markets and demographics of labor force have necessitated organizations to intensify their diversity recruitment programs. Diversity in recruitment programs in organizations plays a significant role (CIPD, 2012). Moreover, social media are imperative in recruitment and selection, in the contemporary world. Social media connect people from different parts of the world and have dramatically changed recruitment. Gone are the days when recruitment was narrow and local. This paper critically evaluates the systematic process of staffing, and significance of diversity and social media in the process. Recruitment and Selection The recruitment process of any organization is often the first contact an individual has with the organization, bearing in mind that all participants are already or might also become customers of the organization (Farnham, 2010). A successful recruitment is dependent on finding the right people to make a positive input in the principles and objectives of the company. Aptitude and competence is the core basis of the selection process in order to make an input into the organization's efficacy (Kew & Stredwich, 2010). Different authors and scholars have given the term “recruitment” different meanings. In an organization, recruitment ceases to play a part when the organization ceases to exist. In reference to Stone (2002), recruitment process refers to the process of enlisting people and outsourcing for competent people for employment. This process starts when employers seek new recruits and ends when the applicants submit their applications. This results to a pool of applicants from which the employer selects the best candidates. The main aim of recruitment and selection is to get the right person for the right job position. Authors and scholars have argued that selection resolutions are the most significant decisions of an employer. This is because they influence the employer’s aptitude to attain targets, the superiority of products and services conveyed to the consumer and the welfare of the company team (Taylor, 2005). The ability of an organization to succeed in its goals depends on how well it can identify the various activities that must occur and the quality of the individuals selected to perform them (Marchington & Wilkinson, 2008). It is the responsibility of management to ensure that both activities and personnel are appropriate. By carefully analyzing the purpose, responsibilities and qualifications of each job, the selection pro ...Download file to see next pagesRead More
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