Preview

BUSN 4

Good Essays
Open Document
Open Document
1587 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
BUSN 4
Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. It is also consider as finding the right person. New employees come from two basic sources the internal recruitment and the external recruitment:
Internal Recruitment Involves transferring or promoting employees from other position within the company. This approach offers several advantages:
Boosts employee morale by reinforcing the value of experience within the firm.
Reduce risk for firm since current employees have a proven track record.
Lower cost of both recruitment and training.
External Recruitment Looking for employees outside the firm, usually means tapping into range of different resources. The possibilities include employment website, newspaper ads, trade associations, college and university, employment center and employment agencies. But the most promising source of new hires may be referrals from current employees. Employee referral programs also represent a real bargain for employers.

Once you have pool a qualify candidate, your next step is to choose the best person for the job. A typical selection process includes accepting application, interviewing, testing, checking references and background, and making job offer.

Application The application is primarily a tool to reject unqualified candidates, rather than to actually choose qualified candidates.

Interviews Virtually every company uses interviews a central part of the selection process. To help ensure that interviews better predict performance, expert recommends a structured interview.

Testing Either before of after the interview process, a growing number of companies have instituted employment testing is various sorts. The main category includes skill testing, personality testing, drug testing, and physical exam. References and background Checks Researches from the society for Human Resources Manager suggest that more than 50 % of job candidate



References: (Kelly, McGowen. (2012). BUSN 4 (4th ed., pp.223-224). Mason, OH: Cengage Learning).

You May Also Find These Documents Helpful

  • Satisfactory Essays

    Answers Hr

    • 501 Words
    • 3 Pages

    | | | the process of filling up specific job vacancies in an organization. | 4…

    • 501 Words
    • 3 Pages
    Satisfactory Essays
  • Powerful Essays

    Varied Selection Tools

    • 1502 Words
    • 5 Pages

    Many of organizations today use a variety of techniques for collecting evidence and data about applicants. Methods such as, interviews, personality tests, ability tests, assessment centers, physical tests can be used to classify if applicants are suitable or unsuitable for the job and the company's culture. According to Schultz and Schultz (2010), hiring decisions usually are not based on one method, but on a combination of methods. Organizations are using varied selection tools to guarantee that they collect all of the relevant information. Job analysts are measuring these facts carefully, with objectively and in a nondiscriminatory manner (Schultz & Schultz, 2010).…

    • 1502 Words
    • 5 Pages
    Powerful Essays
  • Good Essays

    External recruitment is the process of recruiting from outside the organisation. There are a number of different ways that this can be done:…

    • 1000 Words
    • 4 Pages
    Good Essays
  • Good Essays

    unit 13 p1

    • 2513 Words
    • 11 Pages

    The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.…

    • 2513 Words
    • 11 Pages
    Good Essays
  • Powerful Essays

    The selection process begins with the candidates identified through recruitment and attempts to reduce their number to the individuals best qualified to perform the available jobs. At times, the selection process can be long and tedious. However, to ensure the proper selection of candidates it is important the following steps are followed: screening of applications and resumes, testing, interviews, checking references and background, and finally making a selection.…

    • 1850 Words
    • 8 Pages
    Powerful Essays
  • Better Essays

    There are pros and cons to both internal and external hiring. In the current economic scenario, companies look cut costs by hiring within their four walls rather than from the outside. it has been estimated that cost on finding and hiring someone externally is 1.7 times more than internal hiring. Furthermore, as per the research 40 to 60 percent of external hiring is unsuccessful as compare to 25% for internal. The trend of hiring from outside is no longer frequently practiced due to the tight economic situation.…

    • 1158 Words
    • 5 Pages
    Better Essays
  • Powerful Essays

    Story: Employment and Job

    • 7071 Words
    • 29 Pages

    Many times companies will conduct a group interview to quickly pre-screen candidates for the job opening as well as give the candidates the chance to quickly learn about the company to see if they want to work there. Many times, a group interview will begin with a short presentation about the company. After that, they may speak to each candidate individually and ask them a few questions.…

    • 7071 Words
    • 29 Pages
    Powerful Essays
  • Better Essays

    Combining the best methods, protocol and recruiting criteria together to find employees takes research and careful evaluation of data. Denihan has implemented instruments to pool data that could give the insight needed to make the recruiting more effective. The purpose of this study was to find out how to recruit the best candidates and how to retain them once they are hired. The data collected proves to be appropriate and meets the study’s purpose. Denihan has obtained quality information (data)…

    • 1487 Words
    • 6 Pages
    Better Essays
  • Powerful Essays

    Best Fit Candidates

    • 1608 Words
    • 7 Pages

    There are many steps in the hiring process and each organization has its own procedures to follow when selecting the best candidate to fill an open position. First, it is important to understand the function of the hiring process. Then we will look at which skills and traits hiring managers typically evaluate in prospective employees, how these skills are assessed and potential benefits or detriments organizations may encounter after a candidate has been selected.…

    • 1608 Words
    • 7 Pages
    Powerful Essays
  • Good Essays

    2. Build a pool of candidates for these jobs by recruiting internal or external candidates.…

    • 676 Words
    • 3 Pages
    Good Essays
  • Good Essays

    Assignment

    • 608 Words
    • 3 Pages

    The most common first step in any selection process usually involves asking an applicant to complete an application form. Nearly all application blanks ask for enough information to determine whether the individual is minimally qualified for the position. Application blanks can be a useful initial screening tool for jobs that require some type of professional certification. In this way, the application blank can eliminate the need for subsequent interviews to gather this information. This makes the selection process far more efficient, first, by reducing the number of applicants that need to be interviewed and, second, by allowing interviewers to focus on other kinds of information (e.g. Personality, communication skills etc) that are perhaps more difficult to obtain.…

    • 608 Words
    • 3 Pages
    Good Essays
  • Best Essays

    The aim of selection is to find a person who accepts the position and who gives satisfactory service and performance in the organization. The system approach starts from the position of well-defined job and clearly analyzes person’s specifications. Selection is not just a question of interviewing it is very much a process of deselecting that is gradually eliminating candidates until finally one is left on the list for a vacancy. Selection is about trying to minimize risk and maximizing certainty of making of the right decision. Starting from the position where the recruitment process as produced a number of applicants, 2the important steps as follows: Short listing the candidates for the next stage. Set up test for…

    • 1112 Words
    • 5 Pages
    Best Essays
  • Powerful Essays

    Choosing the best suited individuals who are highly skilled and adequately suited for an employment position has become a difficult and sometimes a time-consuming process for employers. Today’s job market has become so diverse and competitive that companies must implement resources that assist them in carefully evaluating the credentials, backgrounds, and abilities of each candidate. Therefore, it is essential that organizations possess the ability to properly and effectively select qualifying applicants for employment positions. Hence, the HR recruiters or department heads rely on various selection tools designed to prescreen, evaluate and objectively select the best qualified individuals for the position, which will eliminate the time and money spent processing less qualified applicants. Just as many large corporations and technologically advanced industries reach for highly educated, experienced, skilled and talented employees, smaller operations such as supermarkets must also consider the diversity and competitive nature of the job market. Therefore, it is essential that the human resources manager and department heads carefully evaluate each applicant just as efficiently as larger more complex organizations.…

    • 1711 Words
    • 7 Pages
    Powerful Essays
  • Good Essays

    o Short listing - Review applications on the basis of the person specification. Ensure that you select for interview those who match the specifications, regardless of age, sex, race etc, and that the specifications are not themselves discriminatory.…

    • 723 Words
    • 3 Pages
    Good Essays
  • Powerful Essays

    Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.…

    • 11788 Words
    • 48 Pages
    Powerful Essays