THE IMPORTANCE OF EFFECTIVE RECRUITMENT AND SELECTION PROCESS

According to Armstrong (2010), the goal of selection is to determine a candidate's suitability by anticipating their capacity to perform a task successfully. The selection process entails determining whether applicants' attributes, such as competence, experience, qualifications, education, and training, are suitable for the potential interviewee It also entails deciding amongst applicants based on assessments. Individual interviews and assessment centers are the most common ways of selection. Selection tests can be used to back up these claims  (Armstrong, 2010) . Below Video 1 explains the process flow of the selection an applicant. Video 1:Selection Process Source:( Pepin , 2013) Interview Individual interviews are the most common way of selection, and they entail face-to-face talk. They provide the best opportunity for the interviewer and the candidate to establish personal touch – rapport–. (Armstrong, 2010). Individual interviews were conducted in accordance with a ...

Source: (Krell, 2015) Recruitment process is set of activities which need to be followed when selecting an potential employee for organizational job vacancy (Saviour, Kofi, Yao and   Letsa, 2016).The benefits of having proper recruitment activities can be filtered the suitable candidates to make fulfil the organizational needs. It leads to choose the right candidate, for the right job at the right time. There are numerous methods of recruitment which can be separated into two major sources such as Internal and external recruitment (Shammot, 2014) . Sources of Recruitment Figure1 Source:  (DeCenzo, 2012) Internal Recruitment The term ‘Internal Recruitment’ is the process of selecting the employees to a new position within the same organization by considering the employees’ performance evaluation, length of service, experience, of the current job role, seniority, employee skill book and succession planning (Absar, 2012) . Below Video 1.0 will...

Introduction to Maslow’s Hierarchy of Needs This Maslow’s Hierarchy of Needs can be used by managers to clear understand  of employees’ motivation and able to suggest to managers how they can make their employees or subordinates become self-actualized address them in ways that lead to high productivity and job satisfaction  (Kaur, 2013) . These needs are namely Basic needs, Safety needs, Love and Belonging related needs, Self-esteem needs, and Self-actualization (Aruma and Hanchor, 2017).‘According to Maslow, these needs are stacked in a hierarchical order, where it is mandatory that the lowest levels of needs to be satisfied at least partially first before addressing the top-level needs’ (Jerome, 2013).  But he took care to explain that it wasn't necessary to fully satisfy a level of need before the next level emerged as a motivational force. Below module  illustrates these hierarchical needs in more detail. Figure 1 Maslow’s Hierarchy of Ne...

Recruitment and selection the main important mechanism to attract human resources to achieve organizations effectiveness and success (Djabatey, 2012). Recruitment is regarded as the key to an organization's success, and it is an instrument that allows it to achieve its competitive value by continuously supplying the required and desired quality of individuals at the right time and place at the lowest cost. At the heart of the recruitment process is attracting candidates for the organization (Al Azzam A & Jaradat, 2014).Recruitment efforts should be aligned and combined with organizations vision, mission, and strategy (Al Azzam A & Jaradat, 2014). Recruitment is a collection of practices and actions carried out by an organization with the primary purpose of identifying and recruiting potential employees; at the same time, the outputs of the recruitment process are used as inputs in the selection and placement process (Alnawaiseh and Almasarweh, 2020). Successful recruitmen...