Recruitment and Selection

Recruitment and selection

Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organization. The purpose of recruitment is to create a talent pool of candidates to enable the selection the best candidates for an organization. In order to attracting more and more employees to apply in the organization, several type of recruitment method are use in searching candidates: internal and external. Internally recruitment is a recruitment which takes place within concern or organization. It is typically posted on the company's intranet and in common areas, such as cafeterias, break rooms and departmental information boards. The new position is open for existing employees. If someone interested on the position, the employee should submit resume to human resource department. Human resource manager will take action to justify the qualification of the employee, and have an interview with the employee. This method in help to motivate the existing employees and provide them opportunities to higher level positions. External recruitment is the company will post the position externally on Internet job boards, local newspapers and ask its employees for referrals. As a result, the company will get more and more candidates for applying the position. Throughout the external recruitment, the company will gain more new idea from outside people that contribute to the company and also from the larger pool of workers, human resource manager can select the best candidates to benefit the company.

Selection involves the series of steps by which the candidates are screened for choosing the most suitable person for vacant posts. The purpose of selection is to choose the right person to fill the various positions in the organization. After an organization selects candidates qualified for the position, it typically contacts them for interviews and testing. Interviewing and testing are determined by the company's guidelines and procedures. In most cases, several candidates are selected and will be screened on a phone interview by human resources and asked to take assessments. Assessments can include personality, technical aptitude or academic assessments depending on the position requirements. Most organizations will require internal candidates go through the required assessments and interviews, even if they were required to take those assessments when they were originally hired. After the initial phone screens and assessments, candidates are selected to interview with hiring managers and human resources. In most cases, candidates will be required to meet with several members of the department that they will be working in and can include managers, peers and employees the candidate will be supervising. This ensures the candidate will be a fit for the organization and department she will be working in. In most cases, candidates will be brought back for additional interviews