Analyse the key elements of an effective approach to recruitment and Essay

Analyse the key elements of an effective approach to recruitment and selection - Essay Example It is not only the work-related knowledge of an employee that is to be checked in the modern complex workplace, but there are issues like aptitude, attitude, temperament, and life vision that too have a role in the performance of an employee. Thus, altogether, selection and recruitment have become very important in any organization. There are various stages in a standardized selection procedure, and there are a lot of things to be taken care of while handling each stage. This paper is to look into the various stages in the process of selection and recruitment, and to analyze the key elements that decide the success of each stage. As Catano, Wiesner, Hackett and Methot (2009, p. 25) observe, there will be a large number of applicants in most employment situations; and hence the employer’s goal is to find the candidates who possess the knowledge, skills, abilities, and all other features required to successfully perform the particular job. The Structure of Recruiting In the opin ion of Stedt (2006, p. 38), the initial stage in the recruiting process is the design of an effective recruiting strategy. To develop an effective recruiting strategy, one should have knowledge about the following; the industry, the corporate culture of the company, the exact nature and number of job openings, expected hire dates, place of hiring, the budget to be spent on recruiting, time schedule, interviews, compensation package to be offered, and orientation of the new recruits (ibid). At this juncture, an overview of the key elements of the selection and recruitment process is presented below: 1 Clearly identifying the nature of the job to be filled 2 Producing a job description 3 Defining a selection criteria for the post 4 Advertising the post 5 Short-listing the candidates who meet the criteria 6 Preparing for the interview 7 Assigning core interview questions to board members 8 Evaluating candidates based on selection criteria 9 Communicating final selection decision (Sourc e: Recruitment and Selection Procedures, National University of Ireland, Maynooth, July 2006, p. 5). 1) Identifying the nature of the job to be filled The first stage is to identify the number of requisitions and the type of openings. This is utmost important in any organization because lack of clear idea about the number of openings, job titles, location, nature of the job, and date of hiring will affect the entire plan of selection and recruitment. It is only with a clear vision of the ‘to be filled’ job positions that a perfect recruiting plan can be developed (Stedt, 2006, p. 39). 2) Job description The purpose of job description is to set out the total purpose and base of the job. It should clearly address the key responsibilities involved in the job and the environment in which the job is done. The benefit of this job description is that the people who are engaged in selection can do so with a well-defined and clear idea about the job, responsibilities, and the sk ills required for doing the job. In addition, this will help the applicants in having a clear idea about the nature of the job while applying. However, the description will vary according to the nature of the job that is to be filled; but certainly, a degree of description is required for all posts. Understanding the importance of job description, recently, companies have started to give importance to presenting the purpose