The Recruitment And Selection Process

Before I critique on Intuit’s Assessing for Awesome program, I would like to share the ideal model of recruitment and selection that Intuit’s “Assessing for Awesome” program will be compared to. This ideal model is also provide a framework that will better point out the potential weaknesses that may be present in the “Assessing for Awesome” program, and see what recommendation can be made in order to improve these processes.

Organisations are required to comply with legal requirements pertaining to recruitment and selection and HR professionals should have an in depth knowledge of employment law and an understanding of why these practices need to be observed, not only in mitigating potential risk to the business but also to improve the effectiveness of recruitment processes, enhancing the employer brand. Key areas include:

O2 uses it’s own website to recruit externally new people by providing information about each different position. It also gives students opportunity to start internship or do a part-time job to get skilled and qualified in particular career with O2. As O2 is a mobile company it could send messages to their customers stating that they have a vacancy in certain sphere and invite people for interview. O2 also recruits internally by promoting certain people with a better position and salary to motivate other workers.

The purpose of this memorandum is to guide the company on how to conduct an efficient and effective recruitment and selection process when hiring senior level employees. Below I have provided a few of the top options that the organization can easily put in place for the use of recruiting and selection new senior level staff.

The selection and hiring of a new employee can be a daunting task for any organization. Every company wants the best of the best; new candidates that strive to perform their job with passion, while bringing value to the company, the team, and themselves. With effective recruitment efforts, many hopeful candidates are now at your reach. But how do you choose the right person for the job? Choosing the most effective selection method (or combination of methods) can help an organization differentiate between the good candidates from the great candidates. This paper provides a comprehensive list of

At the same time, many of the traditional methods of recruitment and selection are being challenged by the need for organizations to heading the increased complexity, greater ambiguity and rapid pace of change in the contemporary environment. (Cole, 2004). The new employees are recruited to meet the requirements of the company in order to realize its objectives and select the best employees who are good to do the right job required by the company and by giving

The process of recruiting and selecting potential employees who fit into an organisation should be regarded as more of a science that an art. The aim of recruiters should be, to hire the right person for the right job the very first time. This requires prior preparation from both the recruiter and the applicant. Failure to hire the right person leads to waste of resources such as time and money, not to mention; a potential loss of business and a high employee turnover rate. Hiring procedures depend on the the position currently waiting to be filled. It is necessary to start with assessing the needs of the job, essentially creating a job description (Roselius & Kleiner, 2000, pp. 17-20). This makes it simpler to advertise for the position

The key aspects discussed in this paper will center around recruiting strategies. Recruitment can be seen as the process of seeking personnel with a certain set of skills or knowledge to perform a fill in a particular job vacancy (Bethel, 2011). In a time when the emphasis of most organizations has been on efficiently and successfully running an organization, selecting the right person for the job is a top priority. Individuals that is chosen from recruitment ends up being a direct reflection of said organization.

“[Design] is not just what it looks like and feels like. Design is how it works” (Walker, 2003, para. 4). Steve Jobs was speaking about the first iPod when he spoke this quote, but the message is true for a recruitment and selection program. Failure to attract and retain candidates who possess skills and attributes fitting with Ellard Williams, Incorporated’s (EWI’s) strategy is evident by the company’s labor demand and supply. EWI’s human resources (HR) department will avoid making recruiting mistakes by creating a recruiting and staffing plan to attract talented candidates exhibiting traits and characteristics of top performers.

The recruitment and selection process is important for new and established businesses alike. Your human resources department has the support and expertise of employment specialists who assist hiring managers with the procedures to ensure your company leaders are making wise hiring decisions. There are several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment.

Recruitment process is a crucial one in every organization. Recruitment is a process that provides the right candidate for the right post. This is because the employees recruited determine how a business will succeed. An organization should be well represented in all units. This prevents deficiency of diversity in any unit hence providing the best output. The best employees come from college graduates who have recently graduated. These graduates will offer a benefit to the organization and can turn the business to an asset. For recruitment of these employees, there has to be an efficient way of recruitment to get these highly sought candidates. Recruitment of employees solves the problem halfway, and the challenge of how to retain employees' remains.

employee and encouraging them to apply for the job, this process is affected by many factors. They

Noe et al. (2014) suggest that hiring decisions are about finding the people who will be a good fit with the job and the organization. It is the process of selecting individuals belonging to job applicants with necessary qualifications and competence to fill jobs in the business. Both recruitment and selection play an important role in the organization. Meanwhile, the recruitment tends to the process of determining and motivating potential staffs to apply for jobs, selection is interested in choosing the right candidates from the pool of applicants.

Conceptually (and logically), it is necessary to specify the work to be done and the personal characteristics necessary to do the work (knowledge, skills, abilities, and other characteristics), before one can specify the numbers and types of people needed the do the work . Recruitment and selection strategies for new employees are likely to differ considerably depending on whether a company’s objective in hiring, e.g, new salespeople, is to identify candidates who are able to execute

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