Recruitment and Selection
Proper recruitment and selection is very important to the future of any organisation. It determines whether or not a company is profitable or through the proper management of its Human Capital. The following discussion will explain some of the methodologies which are very useful in the recruitment and selection process to ensure that an organisation optimizes all avenues available for growth and profitability.
Recruitment and selection processes are usually quoted together. However; they are two separate functions in the context of Human Resource Management.
Firstly, recruitment is the process by which applicants are attracted within an appropriate labour market for vacant positions within an organisation. In layman terms, it describes a process whereby the employer is seeking the right person or candidate for the job. The recruiting method can be termed as internal or external. The internal methods uses are job posting, skill inventory, job bidding and referrals.
Job posting is referred to when the employer advertise vacancies, by use of bulletins or notice boards, the company’s newspaper and/or the use of the internet. Another skill used is Skill Inventory or Skill Bank. This method lists the employee’s personal information, qualifications and educational background, training opportunities, work experiences, present job position, relevant job skills and abilities.
Another method used is Job bidding. This involves the relevant union and the employer engaging in discussions relating to workers’ salaries and compensation and also discussions relative to the worker’s job security.
The referral method is used within the internal structure of the company to ensure proper management and workflow of the said organisation. This internal method ensures that employees are given the opportunity to grow and expand within the organisation to which they are currently employed. In the case of contract workers, they may become permanent members of staff. On the other
Recruitment and selection processes are usually quoted together. However; they are two separate functions in the context of Human Resource Management.
Firstly, recruitment is the process by which applicants are attracted within an appropriate labour market for vacant positions within an organisation. In layman terms, it describes a process whereby the employer is seeking the right person or candidate for the job. The recruiting method can be termed as internal or external. The internal methods uses are job posting, skill inventory, job bidding and referrals.
Job posting is referred to when the employer advertise vacancies, by use of bulletins or notice boards, the company’s newspaper and/or the use of the internet. Another skill used is Skill Inventory or Skill Bank. This method lists the employee’s personal information, qualifications and educational background, training opportunities, work experiences, present job position, relevant job skills and abilities.
Another method used is Job bidding. This involves the relevant union and the employer engaging in discussions relating to workers’ salaries and compensation and also discussions relative to the worker’s job security.
The referral method is used within the internal structure of the company to ensure proper management and workflow of the said organisation. This internal method ensures that employees are given the opportunity to grow and expand within the organisation to which they are currently employed. In the case of contract workers, they may become permanent members of staff. On the other