Recruitment and selection are extremely important constructs in any organization
ID: 367507 • Letter: R
Question
Recruitment and selection are extremely important constructs in any organization. Failure to attract or select the best candidates for a job can have detrimental effects on the culture and effectiveness of an organization. For the purpose of this last Discussion Forum I want you to put together a viable selection process for either a university admissions department or a professional sports team. In your selection process make sure yoiu discuss initial, substantive and contingent selection tools that you'd use to screen applicants/recruits. What do you feel are the difficulties in selecting applicants for positions?Explanation / Answer
The motive of right recruitment is to select a best candidate in terms of qualifications, skill set, experience, personal abilities and capabilities to suit the requirement of the job profile as desired by the company or any organization. The recruitment process in a broad way has to undergo three stages Initial screening, substantive selection, and contingent selection. I will take an example of university admissions department .
In the first stage of initial screening the resumes and bio data submitted by the applicants is scrutinized to check the essentials as per job profile like qualifications, age, experience, salary expected etc. The basic criteria to match with the expected job role are reviewed and applicants are screened and also the applicant may be asked if he is still interested in a job over a phone and after confirmation, next stage of substantive selection comes.
In substantive selection psychometric tests, personality tests, mental reasoning tests, performance assessment tests which are yard stick to suit as per job expectations to check leadership qualities, customer orientation, employees’ relations, verbal and mental ability. Thereafter candidates can be interviewed for assessing their thoughtfulness, interpersonal skills and required knowledge. The next tool of selection is contingent method in which the candidate background is cross verified to ensure that he may not be indulged in anti-social activities or have a criminal history which can be a potential threat to a company’s image or to others at work place. The conduct of the candidate in the earlier companies is weighed .The drug testing is also carried out to check the influence of substance use by a candidate and for work place safety, for co-workers and all stakeholders. The reference checks are done to ensure credibility of the candidate before hiring.
There are difficulties in selecting suitable candidates as many appropriate candidates are comfortable in their existing profiles and at work places so they do not apply .Many of the good candidates do not want to relocate due to their family commitments. Many times the applicants weigh company’s pros and cons, their nature of business, vision, work culture, attrition rate, professionalism etc. The expected salaries may not fit in the band of the companies. Often good candidates have other options so they switch over to other companies. Sometimes long process of selection make suitable candidates disinterested so they don’t pursue.
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