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Books on the topic 'Recruitment and selection process'

Author: Grafiati

Published: 4 June 2021

Last updated: 27 April 2022

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1

Management, Institute of. Managing people: The recruitment and selection process. London: Pitman Publishing, 1995.

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2

Curran, Margaret M. Stereotypes and selection: Gender and family in the recruitment process. London: H.M.S.O., 1985.

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3

Monk, Kelly Ann. An analysis of the recruitment and selection process at Pfizer Limited. Oxford: Oxford Brookes University, 2001.

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4

Schermerhorn, John R. Core concepts of management. Hoboken, N.J: Wiley, 2004.

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5

Sharpe, Judith M. A case-study on: The effects of organisational change on the management recruitment and selection process in Irishorganisations. Dublin: University College Dublin, 1993.

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6

Great Britain. Equal Opportunities Commission., ed. Stereotypes and selection: Gender and family in the recruitment process : a report for the Equal Opportunities Commission. London: H.M.S.O., 1985.

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7

Cox, Peter. Passing the Police Recruit Assessment Process. Exeter [England]: Law Matters Pub., 2007.

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8

Cox, Peter. Passing the Police Recruit Assessment Process. Exeter [England]: Law Matters Pub., 2007.

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9

Currie, Julia. Recruitment & selection. Manchester: Open College, 1995.

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10

Imelauer, Gregor. Recruitment Process Outsourcing. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-12773-2.

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11

Aminuddin, Maimunah. Recruitment, selection & induction. Kelana Jaya, Selangor Darul Ehsan: Malayan Law Journal Sdn. Bhd., 2006.

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12

Marcotte, Paul. Recruitment and selection. Hague, Netherlands: ISNAR, International Service for National Agricultural Research, 1990.

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13

Plumbley, Philip. Recruitment and selection. 5th ed. London: Institute of Personnel Management, 1991.

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14

Clarke, Jane. The staff recruitment process. Dublin: Combat Poverty Agency, 1996.

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15

Anderson, G. C. Personnel selection and recruitment. Glasgow: University of Strathclyde Business School, 1986.

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16

Selection & recruitment: A critical text. New York: Palgrave Macmillan, 2004.

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17

Tim, Payne, ed. Competency-based recruitment and selection. Chichester: Wiley, 1998.

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18

Sparrow, Paul. International recruitment, selection, and assessment. London: Chartered Institute of Personnel and Development, 2006.

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19

Sparrow, Paul. International recruitment, selection, and assessment. London: Chartered Institute of Personnel and Development, 2006.

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20

Sparrow, Paul. International recruitment, selection, and assessment. London: Chartered Institute of Personnel and Development, 2006.

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21

Brownfield, Robert L. Recruitment and orientation. [Atlanta, Ga.?]: HHS, PHS, CDC, 1985.

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22

Dixon, J. K. Candidates' perceptions of the recruitment process. Manchester: UMIST, 1993.

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23

Das, R. P. Handbook for managerial recruitment and selection. Delhi: Kanishka Pub. House, 1992.

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24

Employment law manual: Recruitment, selection, termination. 2nd ed. Boston, Mass: Warren Gorham Lamont, 1993.

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25

R, Smith David. Working with volunteers: Recruitment and selection. London: Volunteer Centre UK, 1994.

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26

Panaro, Gerard P. Employment law manual: Recruitment, selection, termination. Boston: Warren, Gorham & Lamont, 1990.

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27

Roberts, G. G. Recruitment and selection: A competency approach. London: Institute of Personnel and Development, 1997.

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28

Mackenzie, Bob. Working with volunteers: Recruitment and selection. Berkhamstead: Volunteer Centre UK, 1989.

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29

Obiago, Daniel. Recruitment & selection: A good practice guide. Luton: Local Government Management Board, 1992.

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30

Thomas, Christine. School recruitment and selection manual: A practical guide to effective staff recruitment. Harlow: Financial Times Prentice Hall, 1999.

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31

1954-, Cooper Dominic, Robertson Ivan 1946-, and Tinline Gordon, eds. Recruitment and selection: A framework for success. Australia: Thomson, 2003.

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32

1951-, Darling-Hammond Linda, Berry Barnett, Rand Corporation. Center for the Study of the Teaching Profession., and National Institute of Education (U.S.), eds. Effective teacher selection: From recruitment to retention. Santa Monica, CA: Rand, Center for the Study of the Teaching Profession, 1987.

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33

Staffing organizations: Recruitment and selection in Canada. Toronto: McGraw-Hill Ryerson, 2007.

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34

Patterson, Fiona, and Lara Zibarras, eds. Selection and Recruitment in the Healthcare Professions. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94971-0.

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35

Landers, Richard N., and Gordon B. Schmidt, eds. Social Media in Employee Selection and Recruitment. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1.

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36

An employer's guide to the recruitment and selection process. Birmingham: Pinsent Curtis, 1990.

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37

Tholen, Gerbrand. Recruitment and Selection of Graduate Workers. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198744481.003.0004.

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This chapter examines the recruitment and selection process in four graduate occupations (scientists, software engineers, financial analysts, and press officers). How do graduate workers access jobs? Who is eligible to enter graduate roles and why? What does it take to be recruited and selected in both entry-level and more senior roles? This chapter shows that recruiting and selecting suitable candidates is a deeply contextualized, situational, and occupation-dependent process. The hard skills and knowledge skills often identified to distinguish graduates from non-graduates do not have a privileged status in it. The chapter shows that despite the differences between occupations, sectors, and positions there are indeed few general principles that define the recruitment and selection process for graduate workers.

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38

Peach, Ken. Recruitment. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198796077.003.0006.

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This chapter addresses the topic of recruitment. Recruitment is a key management activity. Mostly, recruitment is a great success but, occasionally, it can go horribly wrong. A significant objective of the recruitment process is to tilt the outcome in favour of the former while avoiding the latter. There are several different types of recruitment, but they share many common recruitment actions. The necessary paperwork (job description, person specification, advertisement, etc.) is discussed, as well as the need to eliminate both conscious and unconscious bias. The need for, and actions required to achieve, equal opportunity regardless of gender, ethnicity or sexual preference are also discussed. In addition, the processes of candidate selection and interview are described.

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39

Supervisory Management: NVQ Level 3: The Recruitment and Selection Process (The Effective Manager). Financial Times Prentice Hall (a Pearson Education company), 1995.

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40

Finch, Kate. Graduate recruitment and selection: A review and evaluation of the graduate selection process... within the Yorkshire Electricity Board. Bradford, 1986.

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41

Orlitzky, Marc. Recruitment Strategy. Edited by Peter Boxall, John Purcell, and Patrick M. Wright. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199547029.003.0014.

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This article provides an overview of the theoretical and empirical contributions that have been made to the literature on recruitment strategy. Recruitment can usefully be defined as ‘those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees’. This definition highlights the important difference between two HR functions that are typically seen as indivisible, or at least difficult to distinguish, namely recruitment and selection. Whereas selection is the HR function that pares down the number of applicants, recruitment consists of those HR practices and processes that make this paring down possible — by expanding the pool of firm-specific candidates from whom new employees will be selected.

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42

Avery, Derek R., Patrick F. McKay, and Sabrina D. Volpone. Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices. Edited by Quinetta M. Roberson. Oxford University Press, 2013. http://dx.doi.org/10.1093/oxfordhb/9780199736355.013.0016.

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In this chapter, we discuss the research literature on diversity staffing to shed light on a topic that is increasingly important to both researchers and practitioners. To navigate the literature in this area, we organize our discussion around six basic questions confronting organizations as they pursue diversity during the recruitment and selection processes: (1)whyshould organizations staff for diversity, (2)whoshould recruit and select applicants, (3)whatmessages should organizations convey to job seekers, (4)whenshould organizations prioritize diversity staffing, (5)whereshould organizations recruit applicants, and (6)howshould organizations select for diversity. We also discuss several existing gaps in the literature and identify directions for future research and practice.

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43

Schermerhorn, John R. Core Concepts of Management. John Wiley & Sons Inc, 2008.

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44

Schermerhorn, John R. Core Concepts of Management. John Wiley & Sons Inc, 2004.

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45

Ryan, Ann Marie, and Jennifer Wessel. Fairness in Selection and Recruitment: A Stigma Theory Perspective. Edited by Susan Cartwright and Cary L. Cooper. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199234738.003.0022.

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This article explores how concepts from research on stigmatization can inform and enhance the understanding of applicant reactions to selection procedures. It is important to emphasize that the article is not about what might lead an organization's representatives to engage in discriminatory practices or about the adverse impact of different selection tools; it is about the perceptions and behaviors of those applicants who are members of stigmatized groups. It begins with a very brief, general review of the literature on applicant perceptions, where it discusses the importance of studying, in particular, the reactions of individuals who might be considered members of stigmatized groups in any given society. Next, the article introduces some core concepts from the literature on stigmatization. Finally, it discusses how these concepts might inform understanding of how individuals react to recruitment and selection processes beyond what has been established in the literature on applicant reactions.

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46

Cox, Peter. Passing the Police Recruit Assessment Process. SAGE Publications, Limited, 2010.

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47

Passing the Police Recruit Assessment Process (Practical Policing Skills). Learning Matters, 2007.

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48

Gibb, Andy. Get That Job! The complete, thorough, hands-on guide to the whole recruitment and selection process - for graduates and ambitious executives in early career. How To Books, 2007.

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49

Recruitment & Selection. Hyperion Books, 1985.

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50

Recruitment & Selection. Hyperion Books, 1991.

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