Selection and Recruitment
EMPLOYMENT RECRUITMENT AND DEVELOPMENT
CRITICAL LITERATURE REVIEW
CRITICALLY EVALUATE VARIOUS SCREENING AND SELECTION METHODS AND RECOMMEND A SCREENING AND SELECTION PROGRAMME FOR YOUR DEPARTMENT
This paper will critically evaluate and explore the key tools and techniques that are used in selection and recruitment process by the organizations. Organizations have infact, a vast range of tools to consider in screening and selecting a workforce. This paper will analyze the theoretical principles behind the relevant screening and selection method and then apply the theories to the Jandal Air Call Centre. The first section of this paper defines and describes the key concepts of validity, predictive validity, utility and reliability and then investigating the nature of call centre work and identifying the key competencies required in the Jandal Air Call Centre. The second section will critically evaluates the selection methods such as application blanks, biographical data, resumes and cover letters, reference checks and initial interviews. The third section will analyze and evaluate the selection methods of personality tests including service orientation inventories, cognitive testing, work samples, integrity tests, structure interviews and assessment centre's. This paper concludes with a final screening and selection plan for the Jandal Air Call Centre and considers its implementation.
Organization's major challenge in the rapidly changing work environment is designing and managing successful staffing processes. (Heneman & Judge, 2006). Organizations use external or internal recruitment methods to get the best possible candidate in order to achieve their goals and objectives. Legge (1995), argues that the integration and internal consistency of human resource systems is very important for organizational success. Thus he says that the selection and recruitment processes are the foremost part of finding and identifying potential candidates.
CRITICAL LITERATURE REVIEW
CRITICALLY EVALUATE VARIOUS SCREENING AND SELECTION METHODS AND RECOMMEND A SCREENING AND SELECTION PROGRAMME FOR YOUR DEPARTMENT
This paper will critically evaluate and explore the key tools and techniques that are used in selection and recruitment process by the organizations. Organizations have infact, a vast range of tools to consider in screening and selecting a workforce. This paper will analyze the theoretical principles behind the relevant screening and selection method and then apply the theories to the Jandal Air Call Centre. The first section of this paper defines and describes the key concepts of validity, predictive validity, utility and reliability and then investigating the nature of call centre work and identifying the key competencies required in the Jandal Air Call Centre. The second section will critically evaluates the selection methods such as application blanks, biographical data, resumes and cover letters, reference checks and initial interviews. The third section will analyze and evaluate the selection methods of personality tests including service orientation inventories, cognitive testing, work samples, integrity tests, structure interviews and assessment centre's. This paper concludes with a final screening and selection plan for the Jandal Air Call Centre and considers its implementation.
Organization's major challenge in the rapidly changing work environment is designing and managing successful staffing processes. (Heneman & Judge, 2006). Organizations use external or internal recruitment methods to get the best possible candidate in order to achieve their goals and objectives. Legge (1995), argues that the integration and internal consistency of human resource systems is very important for organizational success. Thus he says that the selection and recruitment processes are the foremost part of finding and identifying potential candidates.
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