The Recruitment And Selection Process Business Essay

The Recruitment And excerption Process Business stressIn this report the bailiwick that volition be disputeed is The Recruitment and Selection bear on and how it has moved on from the days of newspaper ads and block questions. The display of the report volition address retrievement and option and the systems of enlisting and alternative. The briny body of the report impart focus on companies today, and how they ar recruiting and recognizeing with much(prenominal) than innovative start outes that approximately(prenominal) companies ar descent to wasting disease in 2013. whence in the report at that place allow be a prick on some weaknesses nearly the ways in which companies atomic number 18 get downning to recruit and select. To conclude the report I for ticktack sum up everything on the topic of enlisting and option and state my opinion.Recruitment and selection is one of the many roles played by a gentleman mental imagery manager in an or ganisation. In the human resource de partitioningment they remove with what positions need to be filled, they take the possible squeeze outdi ages through a series of interviews, select the best panorama for the line of reasoning, the training of the employees, they as well as tell the employees in all in all about the services they offer and they make sure that the employees and the organisation be gameyly motivated. Organisations all all over the world produce realized that human resources is a very valuable asset to them and thitherfore necessary measures do been put in place to make sure that the organisation allow for collide with and keep a highly skilled workforce which would ascertain that the organisation manage a competitive advantage over its competitors (Jones George, 2007).In recruiting and selecting it is very important to piddle a clear job explanation and personal particular propositionation. A job description will entail what the appellation of t he job is, to whom the job holder will be responsible and for whom they will be responsible too. It will also entail what their roles and responsibilities will be. A person specification will catch for what skills and characteristics the applicants will need for the job. When applying the twain unneurotic they provide the foundation for a job ad.Recruitment is the butt in which you source possible applicants for a job. The manager who is in transport of hiring the applicants can use the wish wells of job boards, affable interlockinging sites, recruitment programmes that may be linked with colleges and possibly job fairs. These may be used by companies to prep be an interest in jobs that are gettable in a certain companionship (Peterson, J. 2013).Selection is the process where when all the candidates bring been selected the companionship of candidates will be broken down and one out of all of them will be selected for the job. This process may and can require a coupl e of assorted interviews and prizements of the applicants personality (Peterson, J. 2013).For the selection of a candidate, many organisations use a range of different tool arounds and technologies to measure a candidates abilities and skills, allowing them to successfully make out the most qualified candidates that would benefit the alliance most to proceed to the interview process. By assessing a candidates skills this will enable the organisation to look into different qualifications in spite of appearance the interview.(Human option Management in Ireland 3rd edition (2006) varlet 119).As part of the recruitment and selection process, it is very important to assess the candidates true interest in the company and their position in the organisation, which can then ensure you are hiring a long-term employee. A straightforward way to retain employees in an organisation is to include things such as telling them about their salary and the benefits that they may offer within th e sober work environment.Today there are many different methods of recruitment such as1. Internal methods e.g. Internal promotion2. External agencies e.g. function agency3. Printed media e.g. National local newspapers4. Other media e.g. Internet, TV5. Education inter-group communication e.g. Careers fairs6. Professional contracts e.g. Conferences, trade unions7. Other methods e.g. Past applicants, word of mouth(Noel Harvey scold slides)There are a few different selection processes, which are as followsThe interview The objective of this, is to meet the candidate heart to face to see if they are the right person for the job, to record some answers to detailed incident-type questions, to discuss contr real(a) terms and conditions etc.Psychometric riddles Standardised interrogatory of performance attitudes or personality. There are a few different types for example cognitive ability, personality, attitudes and values, and career choice and guidance. These tests can e ither infix or follow interview symbolise. Results can form basis of get along interview questions, or interview can be used to feed foul test results.Assessment centres Multiple-method design, usually incorporating testing, interviews, and work sample exercises, where candidates are tested by observers on job-relevant dimensions. Can last from 1-5 days. These are usually the final stage of assessment to r all(prenominal) outcome decisions. This is a good form of selection because it gives employers the opportunity to observe candidates over a longer period of magazine in formal and informal situations, and multiple assessments by sev periodl assessors over several exercises can eliminate some individual biases associated with one-to-one interviews.(Human Resource Management in Ireland 3rd edition (2006) Page 120)It is essential to recruit and select employees who are fully committed to the aims and objectives of the organisation. An employee who believes in what the company is about and what it wants to achieve, will try their best to accomplish the companys goals. They will want the company to be successful, and will feel the sense of achievement from creation part of the companys success. By hiring the right high quality employees for the job, with the right qualifications and skills, who are immovable to succeed, this will result in increased levels of organisation performance. Every company has recruitment and selection processes in place to hire their employees, for example capital of Massachusetts Scientific, ESB, Google, and Dunnes Stores etc.In recruiting today we are directly in an era where technology rules. The whole process of the recruitment and selection has and is continuously changing and evolving as the years go by. Its changing as technology is changing. As stated in paragraphs above recruitment and selection strategies can set out but now employers are turning to to a greater extent efficient, effective and contemporary ways of re cruiting staff. Methods today are changing drastically for not scantily the employer but the employee too.Online recruitment is the way forward and in 2013 its what most companies are use to recruit and select. Online recruitment uses the power of the internet to match masses to jobs (George Finnegan- Lecture slides). Some examples of the online recruitment methods are employ social net operative sites like Facebook and twitter, job boards and even mobile apps.Research raises that 2012 was the year for workforce insane asylum companies were testing in the use of social media in branding and merchandising their organisations. But in 2013 research has shown that now companies are taking social further and that this year 2013 will be the year of social HR, as many organisations are compound with social technology to recruit, develop and take over employees (Meister. J, 2013).Employers get begun to find out more about who they may be recruiting and selecting by going online. Th e Death of the CV, in 2013 the traditional CV is organism replaced by a persons personal brand and how they are portrayed online. promptly that times have changed employers are coupleing out potential candidates backgrounds before they are even interviewed. The manager that is going to hire you will definitely look into some of the following sources about a potential employee. (Meister. J, 2013).They will check your Facebook profile.They will enter your fall upon into Google and Bing to see what may come up.They will check up on your twitter account to see how many followers you have and to look through your tweets.They will check your LinkedIn profile, they will look into the quality and size of it community.They will also check your recommendations on your LinkedIn profile. different innovative approach online that some employers are taking in recruiting and selecting candidates is through Gamification. This process is edging its way in through the back door. Here is an exampl e of how the Marriott use it as a method of recruiting and selecting.The Marriott Hotel have come up with a hotel-themed game that is played online, its quite equal to Farmville. In this game the players (potential candidates) have to play and manage the responsibilities if they were to be an actual manager in a kitchen. The candidate playing the game will get to know a bit about the industry, also there is a reward system in place to make it more realistic for the candidates. The basis behind the game is first of all the Marriotts name is growing outside the market, and the younger times coming up they are finding new ways to interest them in careers in hospitality. Gamification is now a commonplace tool being used in the recruitment process because it attracts possible candidates through these social games on Facebook and LinkedIn. The game My Marriot on Facebook is an opportunity for any company to use a social network like these as a platform to engage global thought new hir es and show them what it could be like to work for them in there company (Meister. J, 2012). some other innovative approach used online to recruit is using YouTube a social media site it a very effective tool for recruiting employees today. It is used by managers who are hiring. They may talk about a role that they are looking to fill in their team. When using this method of recruitment it means that anybody who is a candidate for the job can get the chance to see where they might be working, who they may be working for and they may be working with.Another approach online that is being taken is RSS (really simple syndication). This website is used by applicants. Its a website that keeps potential applicants up to date with any jobs that have been posted online. There is a daily modify about the posting of jobs without the applicant even having to return to the website. When the website is set up the RSS reader will continuously check websites for any new and available jobs that ma y have been posted online. It will then proceed to show these jobs to the applicant without them having to do a thing.This section of the report will discuss some of the disadvantages of online recruitment. Today online recruitment and selection is one of the most popular methods with most companies and it is the way forward in this process. There can also be some disadvantages to this method.The first disadvantage may be the high volume of responses to the job because now everyone around the world is able to gain internet access so easily they could see the job advertisement online. Many unqualified may apply for the job this may be time consuming for a company to go through each applicant. To avoid this happening make sure the job advertisement is specific to exactly what you are looking for.Another disadvantage is online recruiting is too indifferent because a lot of it involves emailing and telephone interviews this can make it come across as too impersonal. The employer may n ot get the chance to interview the possible candidate multiple times this makes it hard for the employer to determine if the candidate would be correct for the job and for the company and its culture.Another disadvantage of online recruitment is security problems that may come about with the internet. People can create spams and fake profiles.Here are some of the more innovative approaches being taken by companies in 2013 towards filling vacancies in an organisation. These recruitment sources have become very popular also. This section of the report will discuss some of the advantages and disadvantages of these different recruitment methods.Companies have now begun to use planing machine banners in recruiting. The advantage of these is that it will grasp the attention of potential applicants. Although some may think it is an amateur approach even slightly intrusive.Companies have also begun to hang large banners and signs. The advantage of these banners is that they are cheap do them cost effective. But also they may be considered as an unprofessional approach and a busy location is always needed.Bill tire advertising is now another popular recruitment method. Its advantage is its a high volume attention grabber but its unable to display a large amount of information this could come as a disadvantage.Another popular recruitment method that is now being used is companies have begun to use competitions to recruit. The advantage of this would be the opportunity to evaluate skills before extending the job offer. It may be very time consuming though.The use of kiosks makes it unprovoked for the person to apply for the job. The disadvantage of kiosks would be the unmonitored application flow.Many companies are now using movie ads because they attract pack who are currently looking for a job. The disadvantage is that these ads may be intrusive and disturbing.Another recruitment method would be on site recruitment. Here the company can reach a wide variety and audience of people it also saves time and deals with good public relations. There would be a disadvantage that it would deal with lots of unqualified applicants.To conclude this essay it entails a thorough analysis and discussion and on what the recruitment and selection process is and how it is one of the many roles played by a human resource manager. There is a definition of what recruitment is and what selection is and how they come together as a process. In the report it states many different methods of recruitment and different selection processes. It discusses why it is so essential to recruit and select employees who are fully committed.The report then goes on to discuss the innovative approaches that are now being used by companies in recruiting and selecting. This was the primary(a) aim of the report. The main one and most popular being online recruitment. It discusses first of all how employers are now before interviewing possible candidates, finding out more about these candidates online. Then the report discusses a new innovative approach called gamification that is starting to become popular and how companies are using it as a tool for recruiting. The report also states some of the disadvantages of online recruitment.After discussing the innovative online approaches of recruitment and selection in the report, there is then a few other examples of innovative approaches that are being used in recruitment and selection in 2013. Here the advantages and disadvantages are discussed of each.In my opinion after researching this topic on recruitment and selection it gave me a better understanding and perspicacity into how companies are going about recruiting and selecting today. As technology is evolving so are the methods and processes of recruitment and selection. In an article that was discussed in the report it stated that 2013 will be the year of social HR, as many organisations are integrating with social technology to recruit, develop and engage employees. The further I researched the more true this statement became.I feel after doing this research that online recruitment will be how all companies will be recruiting and selecting within the contiguous few years. As technology gets more innovative so will the approaches to how companies will recruit and select. There where both pros and cons to online recruitment but within the next year I feel that any negative of online recruitment will be flushed out.There is no problem with using the old methods of recruitment and selection but as the new generation workforce coming up now they should be mostly conscious and comfortable with the online methods that they are going to come across as they begin to look for employment.