Introduction to recruitment and selection

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Recruitment and selection are two different activities. The meaning of recruitment is the mechanism of making interest for the people to apply for work and selection is the final decision of a specific candidate for the particular position. For any organization it is important that the people who are going to be Hire must have abilities, talent and perspective that you need.

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In long term phase organization needs those types of employees who have the abilities to face the challenges and can continue learning. So like this there are more chances for the organization to get the competitive edge. Also for the long term aspect approach, proclivity and competency is more important than present command and knowledge. While in the process of selection on judgment the individuals is used to forecast in assuring favourable outcomes on the job. As these are all assumptions and there is no guarantee that these predictions are unmistakeable so there are always chances of misjudgements. T here are basically two kinds of decision error which may happen in any electing process which are defined as follows. False positive or mistaken acceptance: where candidate are elected but prove to be incompetent. False negative or mistaken rejections: where candidate who were competent and capable and could perform better are refused. Organizations while employing the individuals are more worried about false positives because as a result it causes inadequate performance and costly misjudgement. In these type of organizations it can be said that if they increase their level of entry condition so that to decrease the possibility of false positives. As a result of this standard the candidates who are actually competent will be selected and the applicants who do not fulfil the requirement will be refused. The Selection judgments play a major role for success in any organization. As taking the wrong decisions while selecting are always subject to huge loss for the organization. It is necessary for the organization that it has a higher quality of selection process so that it could accomplish more suitable results in all. As the demand for the multi proficiency variable work force and joint effort is rising, selection has come to be a lesser element for hiring those applicants who are fully specialized in one area. Immediate aptitude and empiricism may be lesser considerable than intending to learn, adaptability and potential to work in a team. There are basically two types of recruitment. These are called internal recruitment and external recruitment. Internal recruitment is basically when recruitment takes place from the present employees and when recruitment takes place from excluding present employees, it is known as External Recruitment.

Informal Methods:

Advantages:

  • The existing employees have already the information for the organization. That’s why it is very easy for them to adjust in the organizational culture because they are already part of the organization but new candidates will take time to adjust in the new environment.

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