Recruitment and Selection

Posted: March 26th, 2020

Recruitment and Selection

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Institution

Recruitment and Selection

Define recruitment and discuss how it enables an organization like Tesco to get the right people to fill its posts.

Recruitment refers to the process of trying to find the right people to fill in vacant positions in an organization. It can be done internally or externally (Chinunda, 2014). Organizations can choose to recruit people from inside the firm. In many cases, this results to promotions. Recruiting internally is one way of encouraging the other workers since they will be assured of developing their careers within the company (Gusdorf, 2008). If the companies want to expand their potential applicants, they can advertise the available job positions externally through the media such as print publications, websites, and television. Advertising is especially important for specialty jobs and hard to fill positions. It will ensure that as many people as possible get to learn of the existing positions. This will expand the number of applicants that apply for a position.

It is important for an organization like Tesco to advertise its job openings. They have to ensure that they get the right people. This means that they have to offer incentives, especially in high-level positions. Making the application process easy, as in the case with Tesco, is more likely to attract many people to fill the positions. An organization’s employees can determine the success or failure of that organization. If a company hires talented and experienced personnel, then it will have a high chance of success. However, if it has inexperienced personnel, it might end up realizing losses (Sims, 2002).

Organizations that understand the importance of finding the right personnel will take the time to conduct recruitment. It can be a costly exercise because of the time used and the money spent. However, in the end, the process will be beneficial because it will enable the organization to get the most qualified and experienced personnel. This will increase its chances of success in future.

Define selection and discuss how it enables an organization like Tesco to get the right people to fill its posts.

Selection refers to the process of selecting the most qualified and appropriate individuals from the pool of applicants who have been recruited. The organization has to consider the applicant that will be best for the position and for the organization as well. Some organizations consider it necessary to conduct screening interviews for the selected applicants. This helps in the selection process because it eliminates all the candidates that do not have the best qualifications. The screening process is important because some of the applicants give false information in their resumes and application forms. The human resource personnel or any other person has to be aware of the laws governing the selection process. He has to ensure that he follows the established laws. This is to make sure that the organization does not discriminate against some people (Thomas, 2012).

The selection process involves conducting background checks and one-on-one interviews with the applicants. Some organizations can also choose to perform psychological tests to determine the suitability of the client for a position. The steps that an organization takes during the selection process will depend on the position to be filled and the skills required. For unskilled and less demanding jobs, many organizations do not have a detailed and involving process. The selection process is critical for any job position. Organizations are able to eliminate the people that have lied on their resumes and they end up hiring the best candidates (Sims, 2002)

The selection process is negative in the sense that it involves eliminating the job applicants. Large organizations have developed a number of processes, which applicants must undergo so that they can be selected for a position. They have to do this to ensure that they get the best people. Therefore, the selection process is one of the most important for the organization

Explain and elaborate on the three selection methods covered in course materials.

Organizations can use different selection methods. Testing involves measuring the knowledge, skills, capabilities, and abilities of a person. Some organizations may also check the personality traits of a person. This is important if they are looking for individuals who will fit well within the organization. The tests determine whether a person has the ability to solve problems, his reasoning skills, and behaviors. Physical tests and drug tests are also performed in some organizations (Spicer, 2013).

Another method used during the selection process is gathering of information. This involves looking at all the applicants’ testimonials to know the information they have included. The organization will examine the candidates’ resumes, application forms, cover letters, and any other document. Some organizations may consider it necessary to contact the referees, which the applicant has provided. This helps in verifying the information (Nikolaou & Oostrom, 2015)

One of the most important selection methods is conducting interviews. Many organizations use this method to determine the best candidates. The interviewer may comprise of an individual or a panel. The length of the interview and the type of questions asked will depend on the organizations policies and the position to be filled. The interviewers may want to know more about the candidates’ qualifications, skills, abilities, experiences, and any other information they consider suitable (Caruth et al., 2008).

the type of selection methods used will largely depend on the organization. Large organizations with many resources can afford to use a variety of methods. However, for the smaller organizations, they may use one or two methods to determine the suitability of the clients. The status of the position, number of applicants to be considered, and the time dedicated for the selection process will also determine the methods used (Cook, 2009).

References:

Caruth, L. D., Caruth, D. G., & Pane, S. S. (2008). Staffing the contemporary organization: A guide to planning, recruiting, and selecting for human resource professional. ABC-CLIO

Chinunda, D. E. (2014). The attitude of success: powerful workplace lessons. Houston, TX: Strategic Book Publishing Rights Agency

Cook, M. (2009). Personnel selection: Adding value through people. Hoboken, NJ: John Wiley & Sons

Gusdorf, L. M. (2008). Recruitment and selection: Hiring the right person. Retrieved from http://www.shrm.org/education/hreducation/documents/recruitment%20and%20selection%20im.pdf

Nikolaou, I. & Oostrom, K. J. (2015). Employee recruitment, selection, and assessment: Contemporary issues for theory and practice. New York, NY: Psychology Press

Sims, R. R. (2002). Organizational success through effective human resource management. Greenwood Publishing Group

Spicer, D. (2013). People, Work & Organisations. United Kingdom: Palgrave Macmillan

Thomas, K. M. (2012). Diversity resistance in organizations. New York, NY: Psychology Press