Recruitment And Selection Essay

Register to read the introduction… There are three ways in which an organization can recruit a candidate; these are Internal, External and On-line recruitment, although these methods have proven successful over time a number of drawbacks can be found amongst them when recruiting. Internal recruitment consists of advertisements on staff notice boards, mentioning’s at general or formal staff meetings. According to Leopold (2002) internal recruiting allows staff to develop in the organization by promoting them to a new area thus giving them a wide knowledge of various jobs or promote them to a higher level in the same area. The advantages of internal recruitment are that the manager knows the real potential of the candidate and will not make the mistake of recruiting an external candidate who is not motivated to contribute to the success of the company. Internal recruitment can also be seen as a progression in one’s career as the candidate …show more content…
A panel interview is when two line managers and one personnel manager interview one candidate. This method is fairer that is no quick and single judgment is passed but on the opposite the panel all discuss in a fair manner what they thought of the candidate. The last type of interview is the board interview which is usually more formal and where a bigger panel interviews the candidate. This type of interview allows more people to make a decision on the potential candidate based on numerous points. However, questions asked might not be planned and might seem random considering how they might be from different departments. Also, a more influential member of the board might influence other members’ …show more content…
“Testing is essentially an attempt to achieve objectively or to put it more accurately, to reduce subjectivity in selection and decision-making” (Lewis, 1985). Ability test demonstrate the skills that candidates already have and what they bring in the organization. Aptitude tests emphasize on verbal reasoning and numerical testing where individuals are tested on how they carry out specific tasks. Intelligence test gives an idea of the candidates’ general mental capacity. Perth uses all of the above tests to select their candidates which is a very good thing as the candidates would be of high caliber as Perth only keeps candidates with high scores on each test. However the tests are not specific enough, they cover too many areas. Candidates should be tested on what is required of them in their job. For example if a secretary is asked to