MODELS OF RECRUITMENT AND SELECTION
Recruitment
and selection is a vital process in the strategic human resource management of
an organization. It is the process through which employees are valued and
addressed as human capital and organizational assets. The recruitment and
selection methods are therefore very crucial and important ways that should be
executed correctly. The long term effects of these methods will have a direct
impact on an organizational scale and they are also integrative since the HR is
linked with many other internal processes (Compton, 2009) .
The
methods of recruitment and selection range from traditional methods to new ones
and it is the task of the management of the organization to choose the suitable
method wisely according to the situation and the requirement.
a) Past Experiences
This
is one of the traditional methods where new candidates are selected and
shortlisted according to the past experiences that the management has had with
the relevant job role., the scope of the job and the type of people who were in
that position previously.
b)
Selection
Paradigm (Matching Attributes)
This is the case where the best fit
for the job is selected when the job requirements, the candidate’s personality
traits are matched in the best manner possible.
This helps organizations to specify the jobs and attract the candidates
that best match for the position in terms of job specific knowledge,
personality traits, work ethics and the ability to blend in with the
organizational culture (Ioannis Nikolaou, 201) .
c) One to one interviews
One
to one interviews help the interviewer to better identify the candidate on a
personal scale and have a close up interview. This is a traditional method that
is still in practice. However, this can have negative consequences if the
interview is conducted between two people since the outcome has a possibility
of being biased. (Society for Human Resource
Management , 2019) .
d) Task oriented matching
Task
specific jobs such as positions in the technology sector, financial, data
analysis etc. requires an excellent selection method. Since these job roles are
very specific and task oriented, the way an organization advertises these
positions and how the company initiates its recruitment process also has a huge
impact on the candidate pool that will respond for the vacancy.
e) Head Hunting
Head
Hunting has emerged as a widely popular technique in the recent past used in
recruitments and selection processes. Some
organizations prefer this method over relying on employment agencies,
especially when the need arises to fill a top position in the management. The
headhunters track employees who are in need of changing jobs, their interests,
the reward packages that would attract them etc. and make the correct move
directly or indirectly to push the prospective candidates to apply for the
position (William Finlay, 2018)
Conclusion
Recruitment
and selection processes, irrespective of whether they are traditional or
modern, should be executed in the most suitable manner possible, by aligning in
the organizational goals with the employees’’ requirements in order to achieve
the bet long term stability of an organization.
References
Compton, R. L. (2009). Title Effective
Recruitment and Selection Practices. CCH Australia Limited.
Ioannis Nikolaou, J. K. (201). Employee Recruitment,
Selection, and Assessment: Contemporary Issues for Theory and Practice. Current
issues in work and organizational psychology.
Society for Human Resource Management . (2019). Interviewing
Candidates for Employment. Retrieved from Society for Human Resource
Management:
https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/interviewingcandidatesforemployment.aspx
William Finlay, J. E. (2018). William Finlay,
James E. Coverdill. Cornell: Cornell University Press.
