Recruitment and Selection Process

In the organizational context, performance is usually defined as the extent to which an organizational member contributes to achieving the goals of the organization (Islam, R & Rasad, S 2006). Performance appraisal is defined as “the process of identifying, evaluating and developing the job performance of the employee in the organization, so that organizational goals and objectives are effectively achieved while, at the same time, benefiting employees in terms of recognition, receiving feedback and offering career guidance (Islam, R & Rasad, S 2006). The employee evaluation and selection system are an important problem that can significantly affect the future competitiveness and the performance of an organization (Golec, A & Kahya, E, 2007). Wu (2005) mentions that performance measurement is a complex problem and it involves various kinds of judgment about which performance measure to use. Indeed, for any kind of evaluation, it is necessary to have a well-defined set of cri

Attracting Candidates   Recruiting is more complex today than it has ever been (Marie et al, 2010). Every vacancy is different and there are a number of sourcing options available to attract the right pool of candidates. Some roles will attract a large pool of candidates keen to work with the organization, whereas other roles will be more challenging due to specialists skill shortages. In this case, organization may be looking at developing relationships with potential future candidates (University of Otago,2020).  Attracting  applicants are central to recruiting as firms establish a pool of applicants who are both attractive to the organizations and attracted to the organization. Companies invest large amounts of time and money to attract applications to their vacant positions. As organizations are extremely selective with candidates, they need to attract a large number of applications at an early stage to ensure a diverse applicant pool (Freeman, C et al, 2007).   Attracting the atte

  Interviewing of Candidates   An interview is a determined exchange of notions, the answering of questions and communication between two or more persons  (Kapoor, R 2018).  Normally, an interview is a process of private conversation between people, where questions are asked and answers are obtained. The main purpose of the interviews is to acquire information about qualities, attitudes, prospectus and so forth. In various types of interviews,   interviewers examine the behavior  and communication abilities of the candidates  (Kapoor, R 2018). An interview refers to a discussion with one or more persons acting as the role of an interviewer, who ask questions and the person, who answers the questions acts as the role of an interviewee . The primary purpose of an interview is to transfer information from interviewee to interviewer. Interviews can be either formal or informal , structured or unstructured . Interviews can be performed  on a one - to - one basis or in groups, they can be co

Advantages & Disadvantages of On the job training and Off the job training   There are advantages as well as disadvantages in both methods. Employer must identify their requirement and must guide their employees for the correct training method to get the optimal outcome. Figure 4.0 will give more details on the situation between these two theories.   Fig 1.0: Advantages and Disadvantages of On the Job Training and Off the Job Training. Source - (Schmidt, S 2007)   Future of Trainings Corporate training is beneficial for both the company and its employees. Not only will people learn new skills and improve existing ones, but the best training also boosts morale and improves retention rates. The workplace is consistently changing and so is the way that employees are being trained (Mason,E 2020). Artificial intelligence, Virtual & augmented reality, Individualized trainings, Micro-learnings and Soft skills are some techniques of modern trainings. By considering the advantages and d

  Introduction to Induction and Training Induction and training are another key element of the recruitment and selection process. An economic organization has to provide the necessary condition for new employees in order to make a good impression about the organization and the work environment from the beginning for them to feel wanted ( Dragomiroiu et al, 2014 ). It is essential to develop good habits related to work and to be able to work at the job which he or she was hired ( Dragomiroiu et al, 2014 ).   Induction After selecting a successful candidate to an Organization, Induction & training will be the next step to bring that individual to organizational standard & values. An induction progr am  is commonly used to help new employees understand their job s  within the organization.  This process starts from the period where the new employee is taken around the office, factory and also introduces to the facilities/amenities available (Salau, O et al, 2014).  Induction train