Recruitment and Selection Policies Case Study Example | Topics and Well Written Essays - 2750 words

Recruitment and Selection Policies - Case Study Examplereferral based, and for fresh positions via campus recruitments. The selection process is more compressed and depending on the nature and intricacy of the job, competence of the staff involved in the selection, the costs and benefits associated with the position to be recruited for and most importantly, the time factor. The methods for selection includes just screen out through resumes, conducting tests to judge individuals or potential employees aptitude, intelligence, trainability and personality, group discussion, interviews and also the assessment centers. Each will be elaborated in detail going forward. nearly issues also emerge in the selection process, these will be discussed soon.As discussed earlier, recruitment process begins from identification of the need that the organization needs to fill in a certain vacancy up to the point where the organization receives the application forms or has to decide between whom to hi re for the position. The stiff has option to recruit any essentially from indoors the firm or external sources. Hiring candidates from within the organization has its own advantages. Firstly, hiring from inside saves the organization considerable amount of money and time because individuals within the organization already has an idea regarding what the company is like, an in depth knowledge of its products and services and how a business functions overall. Thus, lesser investments might be required to conk out the fit that is required thus, saving potential time and the money that is required for training a completely new (external) recruit. More important, these internal promotions incentivize people to actor harder and move up the organizational ladder, they become more committed and work harder within the organization. Secondly, since a firm very well knows the individuals strengths and weaknesses as the person has served in the organization for quite some time, all the area s are pre-assessed when in fact, hiring an outsider has risks attached to it and success might only be on the resume and not the persons practice itself. But, obviously, the advantages do not come alone some of the disadvantages to the internal recruitment practices for the firm starts with replacing the position of the person which has been left vacant cod to the promotion. Besides, hiring an outsider might bring in more diversification to the organizations skills, which might otherwise be limited because of phenomenon much(prenominal) as groupthink. As opposed to the internal recruitment, externally recruiting helps firms to hire people who are diversified in talent and in experience but has its own disadvantage such as the firm may end up hiring someone who is ineffective and unsuitable for the organization. SelectionWhereas, recruitment was a one mien step, selection is a two way process of communication and establishment of a positive psychological contract the sole aim bein g contacting and employing the best people for the job. The selection process results in either of the two outcomes, it either results in hiring of effective employees or rejection or exit of the non competent employees. The selection process is always faced by limitations such as validation, review and organizational constraints. For selection