Recruitment and selection techniques
Recruitment and selection are staff hiring processes that go in hand and are essential for any business despite its size or industry. In their materials, both authors explore the significance and essence of these two processes. First, Thompson (2019) indicates that understanding the techniques behind recruitment and selection is important as it helps determine the company’s goals and align human talent with them, as well as maintain the efficiency and legality of the organization. Further, Kinsey (2019) also adds that these two processes allow the company to save their time and resources and avoid hiring persons who cannot properly fit the position’s requirements. Thus, both authors recognize the high value of recruitment and selection, and the facts provided by them complement each other.
Next, Thompson (2019) states that there are two types of recruitment; choosing either depends on a business’s resources and growth level. External recruitment is vital for expanding companies; it is a complex process of interviewing strangers and making the best guess about their abilities and alignment with the corporate’s needs. Internal recruitment is easier as it uses the existing talent pool; it works when the staff is well-known and the position’s requirements are clear. Additionally, the author provides the three steps of recruitment in human resource management: job analysis, sourcing talent, and optimizing the application process (Thompson, 2019). While Kinsey (2019) does not mention or explore this information in detail, she provides a list of questions for a company to consider when crafting job descriptions: what is their job title?; who are they reporting to?; and others. What is more, she offers a great distinction between interview processes and indicates when each is more beneficial and convenient.
Methods of Recruitment and Selection
Recruitment is typically a search process, while selection is choosing the right candidate. This difference is highlighted by both Kinsey (2019) and Thompson (2019). Well-functioning recruitment decreases the work done during selection; however, the latter is still a meticulous undertaking of evaluation and analysis. There are several methods of screening potential employees used by industrial-organizational psychologists. For example, in a pool of hundreds or thousands of applicants, the initial selection can be made by reviewing their resumes or designing some tests to evaluate the personalities and skills of the candidates (Kinsey, 2019; Thompson, 2019). The suitable candidates are further assessed over a phone or video call, which is again stated by both authors. Such a process is common and is called preliminary screening. Some companies employ tests for reviews of shortlisted candidates separately or together in a series of exercises. Personal interviews might take several rounds and involve the applicant’s future boss or colleagues.
Applying the Information in a Real-World Setting
Each method of recruitment and selection mentioned above is efficient and will most likely lead to hiring a suitable professional. However, an organization must choose techniques that are the most appropriate, and a hiring manager must complete a thorough analysis of the company and the position in need of filling. For example, a large company would benefit more than a small or growing business from an automated application review, followed by several rounds of interviews. What is more, it is not always necessary to recruit new people (Kinsey, 2019). Even when the workload is too heavy, only significant reasons may require a firm to hire new people. At the same time, if a medium-sized business, for instance, experiences temporary issues with their digital security, they can find a freelance specialist who will help them occasionally.
Personal Experience
I have had plenty of experience applying for various jobs in my life, most of which were quite negative. Some of my applications were not reviewed because of the abundance of applicants and poor recruitment process optimization. Large companies should not focus on minimizing costs when looking for new workers but automate the process for everyone’s convenience and a higher success rate. Additionally, some hiring managers I have met had no understanding of the job’s requirements, which could have been changed using the described information.
References
Kinsey, A. (2019). The importance of the recruitment & selection process.
Thompson, J. (2019). The concept of recruitment & selection.