Recruitment and selection forms a core part of the central activities underlying human resource management. Bratton and Gold (2007, p 239) differentiate the two terms while establishing a clear link between them in the following way:
‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.
Recruitment is defined as the process through which potential job applicants are attracted from available labor force. It is essential for every organization to attract enough quantity …show more content…
There are possibilities that some applicants would not accept the job offers or many of them may not be qualified enough, so it is the important to recruit higher number of applicants than expected to hire. One method of ascertaining the required number of recruiting employees for every job is through yield ratios. These ratios provide the relationship between the applicants that stand at one step of the recruiting process & the quantity of applicants that would proceed to the next step of the …show more content…
A person committed to his or her career is the candidate you want to hire. You do not need to employ one who switches careers or jobs frequently just for financial gains. To find an applicant shifting between companies can mean much of improper skills. It is paramount to check the candidate’s previous profession extent, and if found switching jobs regularly, this is not the right individual for the vacancy you have.
Test for excellent knowledge and systematic skills. Use different approaches for evaluating the learning and analytical skills of your aspirants. Evaluating applicants might be problematic, but don’t test the candidates on the basis of their curriculum vitae and their self-confidence because a resume can be full of lies. A candidate’s confidence is great, but what is wanted is the right skills and scholastic requirements
Check for applicant’s Compatibility to fit in with the company profile. Evaluate the social skills to relate to others, specifically with existing workforces and managers. Inquire how the individual is handling current business clienteles to figure their compatibility skills bearing in mind that willingness is the key quality a candidate must have to work properly with
‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.
Recruitment is defined as the process through which potential job applicants are attracted from available labor force. It is essential for every organization to attract enough quantity …show more content…
There are possibilities that some applicants would not accept the job offers or many of them may not be qualified enough, so it is the important to recruit higher number of applicants than expected to hire. One method of ascertaining the required number of recruiting employees for every job is through yield ratios. These ratios provide the relationship between the applicants that stand at one step of the recruiting process & the quantity of applicants that would proceed to the next step of the …show more content…
A person committed to his or her career is the candidate you want to hire. You do not need to employ one who switches careers or jobs frequently just for financial gains. To find an applicant shifting between companies can mean much of improper skills. It is paramount to check the candidate’s previous profession extent, and if found switching jobs regularly, this is not the right individual for the vacancy you have.
Test for excellent knowledge and systematic skills. Use different approaches for evaluating the learning and analytical skills of your aspirants. Evaluating applicants might be problematic, but don’t test the candidates on the basis of their curriculum vitae and their self-confidence because a resume can be full of lies. A candidate’s confidence is great, but what is wanted is the right skills and scholastic requirements
Check for applicant’s Compatibility to fit in with the company profile. Evaluate the social skills to relate to others, specifically with existing workforces and managers. Inquire how the individual is handling current business clienteles to figure their compatibility skills bearing in mind that willingness is the key quality a candidate must have to work properly with