The process of sourcing and screening potential candidates that shares similar values and beliefs aligned with the organisation along with the desired knowledge, skills and experience to competently fulfil the defined job descriptions and specifications.
Note: Brief overview of the function
Objective: “Recruitment is the process of attracting, screening, and selecting employees for an organization.” Stages of recruitment: job analysis, sourcing, screening and selection, and on-boarding Job analysis: involves determining the different aspect of a job through job description and job specification Job description: job role within an organisation and lists the main tasks and responsibilities Job specification: highlights the characteristics a candidate needs for a post and the desired qualities Sourcing: Attracting or identifying candidates internally or externally through advertisement (i.e. recruitment agencies, institutions, internet…etc) Screening and selection: assessing potential candidates, specifically, relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience. Screening can be achieved by evaluating resumes and job applications, interviewing, and job-related or behavioural testing On-boarding/induction: process of helping new employees become a productive member of an organisation
A job analysis is a systematical process where information regarding a job vacancy, specifically its duties and responsibilities as well as the knowledge, skills and abilities required, are collected to formulate a job description and job specification tailored to the organisation’s specific needs.
The objective of a job description is to effectively “increase individual and organisational effectiveness” by aligning the daily duties and responsibilities of an employee with the overall mission, vision and value statement of the organisation (paraphrased).
A job specification, sometimes referred to as employee specification, is a written statement outlining the specific requirements demanded by an organisation including but not limited to characteristics, traits and qualifications that a potential candidate must possess to be considered for the position.
Screening and selection:
Screening and selection is the process of assessing the employees who apply for the job. The assessment is conducted to understand the relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience of potential employees. Methods of screening include evaluating resumes and JOB APPLICATIONS, interviewing, and job-related or behavioral testing.
http://www.zeepedia.com/read.php?selection_initial_screening_advantages_of_successful_screening_human_resource_management&b=33&c=18 Selection is the process of choosing from a group of applicants those individuals best suited for a particular position. Most managers recognize that employee selection is one of their most difficult, and most important, business decisions. This process involves making a judgment -not about the applicant, but about the fit between the applicant and the JOB by considering knowledge, skills and abilities and other characteristics required to perform the job Selection procedures are not carried out through standard pattern and steps in this.
Selection Process: Selection is the process of choosing from a group of applicants those individuals best suited for a particular position.
· Selection Criteria:
Mostly the selection of applicant depends upon the following factors or criterions.
4. SKILLS AND ABILITIES
5. PERSONNAL CHARECTRISTICS
Applicant who is best fit should be hired instead of hiring a person with extra ordinary skills it means right person for right job should be hired person who is over or under qualified for the particular job will not be able to adjust in the organization.
Typically selection process consists of the following steps but it is not necessary that all organization go through all these steps as per requirement of the organization some steps can be skipped while performing the selection process.
1. Initial Screening
2. Application Blank
3. Pre-employment Testing
· General Intelligence Tests
· Aptitude Tests
· Personality and Interest Tests
· Achievement Tests
· Honesty Tests
· Structured Interview
· Unstructured Interview
· Mixed Interview
5. Background Checks
6. Conditional job offer