COMMON STEPS IN THE RECRUITMENT AND SELECTION PROCESS

 Source: (Rozario et al., 2019)

There are several steps involved in the whole process of recruitment and selection process. The purpose of recruitment and selection is identifying the vacancy or availability for a candidate and ensure that vacancy is filled by an adequate and suitable candidate who would try to perform to their maximum capability displaying their best job performance. According to research done by (Mohammad, 2020) there are preliminary steps to recruitment such as requisition where the HR department is informed about a vacancy, duration of recruitment, the type of contact, recruitment budget and sources of candidates.  After the preliminary steps the recruitment process can begin through a sequence of steps.

  According to (Thebe & Waldt, 2014) there are series of steps included in just the recruitment phase which are to identify the need to recruit, update the job description, determine the key performance areas of the job, consult the recruitment policy and procedure, consider the sources of recruitment, choose the appropriate recruitment method, develop the recruitment advertisement, place the advertisement in the most appropriate and suitable communication medium, ensure availability of application blanks, screen responses and conduct recruitment evaluation and control.  

According to (Mohammad, 2020) selection is much more than just choosing the best candidate. This article also states that the organization will not have much chance of success if to fails to choose the people with the necessary qualifications. The main aim of selection stated by Castetter 1992 is to fill the vacant vacancies wit personnel who meets the job-related competencies, self-motivation and directed towards success, consistent, efficient towards goal, system and organization and works towards self-development.



Source: (Srinivasan, 2020)

From a study done by(Aisha Yassin2015), he stated that the objectives of selection is to gather as much relevant information to analyze facts, organize and evaluate the information to make the rational choice, assess each candidates in order to choose the best person for the job, forecast performance of a candidate and crosscheck the compatibility of the firm, provide knowledge to applicants so that they can judge whether they are ready or not to accept the offer of employment.

The recruitment process can be separated into another set of steps as well. According to (Andrew, 2022) there are seven steps in the recruitment process which are planning the recruitment process, recruitment strategy development, finding the best candidates, candidate final selection and screening, reviewing received resume and cover letters, interviewing, monitoring and controlling the overall process.

Selection is also conducted through a series of steps which can be found in a research carried out by (Thebe & Waldt, 2014) which are reception and initial screening interview which is conducted to eliminate the obviously unqualified candidates, application form to obtain more information form the candidate, in depth selection interview, background and reference checking, medical examination and physical pre- employment testing, assessment centers, make a final hiring decision and final decision and making a fair job offer.

REFERENCES

Andrew (2022) 7 steps in the recruitment and selection process (article), Zambianguardian.com. Guardian. Available at: https://www.zambianguardian.com/7-steps-in-the-recruitment-and-selection-process/ (Accessed: December 2, 2022).

Mohammad, A. (2020) A Review of recruitment and selection process, pp. 1–22.

Rozario, S.D., Venkatraman, S. and Abbas, A. (2019) Challenges in Recruitment and Selection Process: An Empirical Study, pp. 1–22.

Srinivasan, S. (2020) Recruitment Process: A Detailed Guide [Preprint].

Thebe, T.P. and Waldt, G.van der (2014) A RECRUITMENT AND SELECTION PROCESS MODEL: THE CASE OF THE DEPARTMENT OF JUSTICE AND CONSTITUTIONAL DEVELOPMENT, pp. 1–31.

Yaseen, A. (2015). Recruitment and selection process of higher education sector and its impact on organizational outcomes. International Journal of Human Resource Studies, 5(4), 79-94. 

 



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