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Journal articles on the topic 'Recruitment and selection process'
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Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (June 10, 2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.
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Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size. Design/methodology/approach The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews. Findings Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process. Originality/value The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.
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Hancock, Cath. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 23–25. http://dx.doi.org/10.1017/s1472669600000086.
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Cath Hancock, Staff Development Officer at Cardiff University, and Alison Clayton of Cameron McKenna have supplied us with two articles addressing aspects of the recruitment and selectiom process. This article from Cath Hancock concentrates on the pre-intervies process but also looks briefly at post-interview issues.
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Clayton, Alison, and Cameron McKenna. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 26–29. http://dx.doi.org/10.1017/s1472669600000098.
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Alison Clayton and Cath Hancock have supplied us with two articles addressing aspects of the recruitment and selection process. This article from Alison Clayton, Training and Development Officer at Cameron McKenna, deals with the skills you need to be an effective interviewer.
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G., Kanagavalli, Dr Seethalakshmi R., and Dr Sowdamini T. "A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS." Humanities & Social Sciences Reviews 7, no. 2 (March 5, 2019): 01–09. http://dx.doi.org/10.18510/hssr.2019.721.
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Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization.
Design/methodology/approach: Content analysis method is adopted to review the literature and subcategories were formed to analyze the research. Literature was collected from 40 articles of a reputed journal from 2010 to 2018.
Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The representation of this practice is to find the best candidate for an organization. Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection.
Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society.
Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. This study is an attempt to analyze the expatriate factors and other factors through the content analysis method.
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Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (December 1, 2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.
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Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.
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SOŁEK-BOROWSKA, Celina, and Maja Wilczewska. "New technologies in the recruitment and selection process." Nowoczesne Systemy Zarządzania 13, no. 3 (September 24, 2018): 219–32. http://dx.doi.org/10.37055/nsz/129504.
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Dobrze przeprowadzony proces rekrutacji jest niezwykle ważny dla organizacji, pozwala na dogłębną i obiektywną weryfikację kandydatów pod kątem spełnienia oczekiwań pracodawcy i ostatecznie prowadzi do ich zatrudnienia. Głównym celem artykułu jest analiza, w jaki sposób nowe technologie wpłynęły na proces rekrutacji. Proces rekrutacji zostanie przedstawiony na dwóch przykładach: mianowicie ItutorGroup i sieci luksusowych salonów odzieżowych. Rekrutacja w grupie ITutor opierała się wyłącznie na nowych technologiach z ograniczoną ingerencją czynnika ludzkiego. Strategia rekrutacji opierała się na rekrutacji wideo. Drugie studium przypadku opisuje współpracę między agencją doradztwa personalnego a luksusową siecią sprzedaży detalicznej, mającą na celu rekrutację i zatrudnianie sprzedawców w Polsce poprzez wprowadzenie działań Big Data w mediach społecznościowych oraz proces scoutingu. Wyniki wskazują, że e-rekrutacja przekształca tradycyjny proces rekrutacji w proces niezależny od czasu, oparty na współpracy. Najważniejsze zmiany są rejestrowane, istnieje zwiększona podzielność głównych zadań rekrutacyjnych. Głównym zadaniem rekrutera staje się komunikacja z kandydatami. Z drugiej strony w niektórych projektach rekrutacyjnych nie można polegać wyłącznie na nowych technologiach. Rekrutacja w postaci bezpośrednich kontaktów z potencjalnymi kandydatami wydłużyła proces w czasie, ale pozwoliła na uzyskanie „skrojonych na miarę” kandydatów przygotowanych i sprawdzonych w miejscu pracy. Strategia rekrutacji i selekcji oparta na nowoczesnych technologiach wymaga doświadczonego i kompetentnego zespołu, dwie niewątpliwe korzyści to: ograniczenie długości procesu w czasie i możliwość obniżenia kosztów.
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DE FRUYT, FILIP CAMIEL M. "TOWARDS AN EVIDENCE -BASED RECRUITMENT AND SELECTION PROCESS." RVGP 16, no. 16 (May 1, 2019): 8–15. http://dx.doi.org/10.47623/ivap-rvgp.16.2019.01.
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Österberg, JOHAN, EMMA Jonsson, and Anna Karin Berglund. "OFFICER RECRUITMENT – IMPROVING THE PROCESS." CONTEMPORARY MILITARY CHALLENGES, VOLUME 2018, ISSUE 20/2 (May 15, 2018): 23–35. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.20.2.1.
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Povzetek Edini način, da na Švedskem postaneš častnik, je, da končaš triletni program šolanja častnikov. V postopku selekcije za program šolanja častnikov je velika razlika med številom kandidatov in številom posameznikov, ki se v resnici začnejo šolati. Ena izmed posledic tega je, da program šolanja častnikov ni bil v celoti zapolnjen že od leta 2008, zaradi česar v švedski vojski primanjkuje častnikov. Prednostna naloga je torej popolnitev švedske vojske z zadostnim številom usposobljenih častnikov, zato se mora od zdaj naprej število kandidatov za častnike povečevati. Leta 2014 se je začel projekt, katerega namen je preučiti pridobivanje kandidatov in selekcijo za program šolanja častnikov ter prepoznavati dejavnike uspešnosti in področja, na katerih so potrebne izboljšave. Dodatna ambicija tega projekta je tudi uvedba ukrepov, potrebnih za povečanje učinkovitosti pridobivanja kandidatov na podlagi rezultatov in razmerja kandidatov, ki se vključijo v program šolanja častnikov. Projekt je privedel do izvajanja drugačne strategije zaposlovanja v letih 2016 in 2017. V začetku postopka selekcije so s prijavljenimi stopili v stik kandidati, ki so že vključeni v program šolanja častnikov, povabljeni pa so bili tudi na informativni sestanek na švedski obrambni univerzi. S tistimi, ki so bili izbrani za šolanje v programu, so nato stopili v stik njihovi prihodnji poveljniki vodov in jim dali koristne informacije. Rezultati kažejo, da se je število kandidatov, ki so se vključili v program šolanja častnikov, povečalo, osip v izbirnem postopku pa je bil manjši kot kadar koli prej. Ključne besede: pridobivanje kadra, častniki, program šolanja častnikov, švedska vojska. Abstract The only way to become an officer in Sweden is to complete the three-year Officers’ Programme (OP). In the selection process for the OP, there is a large gap between the number of applicants and the number of individuals who start the programme. One consequence of this is that the OP has not been fully manned since 2008, thus leaving the Swedish Armed Forces (SAF) with a shortage of officers. Manning the SAF with sufficient officers with the right qualifications is a priority, and henceforth the number of cadets must increase. Therefore, in 2014, a project was launched with the aim of examining recruitment to and selection for the OP, as well as identifying success factors and areas of improvement. An additional ambition was to introduce measures intended to increase recruiting efficiency based on the results, and the proportion of individuals who enter the OP. The project led to the implementation of a different recruitment strategy in 2016 and 2017. Early in the selection process applicants were contacted by cadets already studying on the OP, and were invited to an information meeting at the Swedish Defence University. Those who were selected to start the OP were also contacted by their future platoon commanders, who provided useful information. The outcomes show that the numbers of cadets starting the OP increased, and the dropout rate during the selection process was lower than before. Keywords: Recruitment, Officers, Officers’ Programme, Swedish Armed Forces
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Parvathi, K., S. Sujitha, and Allen steve. "Online Campus Selection Process." International Journal on Cybernetics & Informatics 10, no. 2 (May 31, 2021): 269–76. http://dx.doi.org/10.5121/ijci.2021.100230.
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The Present digital and technological era has facilitated the college campus recruitment process towards a manifestation of a vibrant shift in new systems of workforce engagements. The processes like gathering and compilation of information, filing of records, and all data related administrative work are done electronically, and therefore, paperwork is considerably diminished in the new model. Significantly, very less physical campus space is utilized for interview processes, and overall, consumes minimal time as compared with more traditional recruiting methods.And the super process excellence techniques is applied in the corporate with renewed focus on quality, even people recruiting has also been structured as a online flow system for steady results.
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Sutrisno, Sutrisno, Sutikno Wahyu Hidayat, Avando Bastari, and Okol Sri Suharyo. "APPLICATION OF FUZZY MULTIPLE CRITERIA DECISION MAKING (MCDM) IN SELECTION OF PROSPECTIVE EMPLOYEES." JOURNAL ASRO 10, no. 1 (May 7, 2019): 10. http://dx.doi.org/10.37875/asro.v10i1.86.
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The recruitment process is the initial process that determines the sustainability and success of a company. In the process, effective and efficient selection tests are the key. The level of professionalism and academic ability of prospective employees are two things that are very much needed as a reference and criteria that are used as selection factors in the recruitment process. This study uses the Fuzzy Multiple Criteria Decision Making (MCDM) method by solving problems using the Simple Addictive Weighting Method (SAW). The use of this method is expected to produce an electronic selection test application that can help the recruitment team in carrying out the selection process at PT. X. The results of the research are in the form of prospective employee selection test applications to simplify the process of selecting prospective employees according to their needs.
Keywords: Selection Test, Application, FMCDM, SAW
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Stepanycheva, E., and L. Yakovleva. "IMPROVING THE RECRUITMENT PROCESS OF AN INDUSTRIAL ENTERPRISE." Actual directions of scientific researches of the XXI century: theory and practice 8, no. 4 (January 31, 2021): 124–40. http://dx.doi.org/10.34220/2308-8877-2021-8-4-124-140.
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Currently, the staff is the most valuable resource of any organization, so the success of its activities depends on the quality of human resources. One of the fundamental criteria for the quality of human resources is the compliance of personnel competencies (both personal and professional), the requirements of the employer and the content of labor functions implemented within the framework of the position. Such compliance is primarily achieved by organizing a competent approach to the recruitment procedure. Today, many companies seek to independently select employees, which requires certain knowledge in this area. In domestic conditions, in contrast to the established foreign practice, the formation and implementation of the recruitment process is complicated by the lack of practical experience of companies in this area, insufficient elaboration of recruitment mechanisms, the desire to copy foreign experience in this area without taking into account Russian characteristics. The article clarifies the concept of personnel selection, analyzes the process of personnel selection, approaches to personnel selection, criteria and sources of personnel selection that form the preferences of foreign and domestic employers, analyzes the process of personnel selection of an industrial enterprise and suggests ways to improve it.
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Rozario, Sophia Diana, Sitalakshmi Venkatraman, and Adil Abbas. "Challenges in Recruitment and Selection Process: An Empirical Study." Challenges 10, no. 2 (August 5, 2019): 35. http://dx.doi.org/10.3390/challe10020035.
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Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.
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Hardini, Tri Indri, Sri Setyarini, and Sri Harto. "INDONESIAN LANGUAGE ASSISTANT PROGRAM IN AUSTRALIAN SCHOOLS: RECRUITMENT AND SELECTION PROCESS." Jurnal Cakrawala Pendidikan 38, no. 2 (June 29, 2019): 330–42. http://dx.doi.org/10.21831/cp.v38i2.25083.
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This research aims to investigate the process of recruitment, selection, and implementation of the Indonesian language assistant program of the Universitas Pendidikan Indonesia (UPI) in Australian schools. The main purpose of this research is to find out the processing stages and to see strengths and weaknesses in each stage of the recruitment and selection process held at UPI. The data were collected through survey questionnaires, in-depth interviews, and documents of the Indonesian language assistants on the implementation of the program. The questionnaires and interviews were directed to the members of recruitment and selection team, alumni, and candidates of the Indonesian language assistants. A descriptive qualitative method was applied to explore and analyze the activities of the language assistants’ candidates and alumni in each of the overall stage processes. The results show that there are some stages of recruitment and selection process, which are then described in a figural process. The recruitment covered the submission of a curriculum vitae completed by relevant administrative documents to qualify for registering the program. The selection process required skills and competences of the candidates in Indonesian language, English, Indonesian and Australian cultural knowledge and skills and self-management. Accordingly, a system development for recruitment and selection process to result in more competent candidates for the Indonesian language assistants is urgently needed to elaborate the whole process in efficient manner.
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Bolton, J. F., R. J. Lemberger, P. Neligan, and I. Eardley. "National Selection and Recruitment in Urology: 2009." British Journal of Medical and Surgical Urology 2, no. 6 (November 2009): 225–32. http://dx.doi.org/10.1016/j.bjmsu.2009.08.005.
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In 2009, recruitment into higher urological training changed dramatically to a process of national selection. This article describes the process used, presents feedback from the assessors and candidates involved, and discusses possible improvements for future rounds.
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Hur-Yagba, Ayangeadoo Alphonsus. "Impact of Recruitment and Selection Process on the Performance of Public Enterprises. A Study of the Nigeria Railway Corporation." East African Journal of Business and Economics 3, no. 1 (April 24, 2021): 81–97. http://dx.doi.org/10.37284/eajbe.3.1.322.
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This study examined the impact of the recruitment and selection process on the performance of employees in the Nigerian Railway Corporation. The population of the study is six hundred and fifty-six (656) staff, and a sample size of two hundred and forty-eight (248) was drawn using Taro Yamane's sample size determination technique. Survey and interview methods were used for data collection. The Ordinary Least Squares method of regression was used to analysed the data. Findings revealed that the recruitment and selection process has a significant influence on the train movement schedule of the Corporation, and Hypothesis one was therefore rejected. It also discovered that the recruitment and selection process, on average, have significant effects on the train maintenance culture of the Corporation, and Hypothesis two was similarly rejected. Finally, it equally revealed that the recruitment and selection process greatly elicited employees' innovation, particularly in the recruitment source and recruitment selection policy, consequently rejecting Hypothesis three. The study concluded that the recruitment and selection process greatly influenced employees' performance in the Corporation regarding hiring appropriate skills that handled train movement schedules except for the train maintenance culture. The study recommended that the Corporation review recruitment hiring policy to focus on meritocracy and brace up to internal and external sources of hiring appropriate personnel for train maintenance in the Corporation. Also, there should be no government or political interference regarding recruitment source and recruitment policy as being done now to stimulate employee selection.
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Anayochukwu, Ani V., and Grace I. Anayochukwu. "Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 1." RUDN Journal of Public Administration 8, no. 4 (December 15, 2021): 375–85. http://dx.doi.org/10.22363/2312-8313-2021-8-4-375-385.
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This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundred and seventy-six (276) were returned representing a 92% return rate. The frequency table and Mean were the statistical measures employed for the data analysis. The findings revealed that there were no strategies or methods of recruitment and selection of staff into the federal civil service. However, the findings also revealed that practices such as political interference and corruption during recruitment and selection in federal civil service tend to undermine the principle of due process. Based on the findings, it was recommended that the federal civil service commission should formulate sound policies and practices that will minimize the degree of politicization and corruption in the recruitment and selection of staff into the federal civil service; make use of modern sources and techniques of recruitment and selection such as, E-recruitment process and Information Communication Technology (ICT)-based selection resources as their source of recruitment and selection; and develop strategies or methods that will result in the effective application of due process in their recruitment and selection exercises.
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Ani, Vincent A., and Grace I. Anayochukwu. "Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 2." RUDN Journal of Public Administration 9, no. 1 (March 26, 2022): 42–59. http://dx.doi.org/10.22363/2312-8313-2022-9-1-42-59.
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This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundred and seventy-six (276) were returned representing a 92% return rate. The frequency table and Mean were the statistical measures employed for the data analysis. The findings revealed that there were no strategies or methods of recruitment and selection of staff into the federal civil service. However, the findings also revealed that practices such as political interference and corruption during recruitment and selection in federal civil service tend to undermine the principle of due process. Based on the findings, it was recommended that the federal civil service commission should formulate sound policies and practices that will minimize the degree of politicization and corruption in the recruitment and selection of staff into the federal civil service; make use of modern sources and techniques of recruitment and selection such as, E-recruitment process and Information Communication Technology (ICT)-based selection resources as their source of recruitment and selection; and develop strategies or methods that will result in the effective application of due process in their recruitment and selection exercises.
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Igielski, Michał. "Contemporary selection methods used by enterprises in their recruitment process." Studia i Prace WNEiZ 51 (2018): 153–64. http://dx.doi.org/10.18276/sip.2018.51/2-14.
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Karunakaran, N., and K. R. Ajith Kumar. "Seriousness and responsiveness of the myth of campus selection by management institutes and corporate." Journal of Management Research and Analysis 8, no. 4 (December 15, 2021): 208–11. http://dx.doi.org/10.18231/j.jmra.2021.040.
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Recruitment is the process of identifying and attempting to attract candidates who are capable of filling vacancies existing and likely to arise appropriately. Selection is generally made from available qualified applicants who have potential to meet the organization’s needs. As such, effective sourcing and selection decides efficient recruitments.
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Glass, J., K. O’Flynn, F. MacAskill, and J. Royle. "National selection – fit for purpose?" Bulletin of the Royal College of Surgeons of England 102, no. 3 (March 2020): 82–85. http://dx.doi.org/10.1308/rcsbull.2020.82.
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Raveendra, P. V., Y. M. Satish, and Padmalini Singh. "Changing Landscape of Recruitment Industry: A Study on the Impact of Artificial Intelligence on Eliminating Hiring Bias from Recruitment and Selection Process." Journal of Computational and Theoretical Nanoscience 17, no. 9 (July 1, 2020): 4404–7. http://dx.doi.org/10.1166/jctn.2020.9086.
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An emerging trend of implementing Artificial Intelligence (AI) technologies can be seen in such domains that were solely dominated by humans. Today, AI is utilized extensively in HR department to assist and accelerate recruitment and selection process (Martin, F.R., 2019. Employers Are Now Using Artificial Intelligence To Stop Bias In Hiring. Retrieved September 22, 2019, from analyticsindiamag. com: https://analyticsindiamag.com/employersare-using-ai-stop-bias-hiring/.). This paper attempts to present the impact of AI on recruitment and selection process, incorporation of AI in eliminating unconscious biases during hiring. The study addresses the rising questions such as how AI has changed the landscape of recruitment industry, role of AI in recruitment and selection process, whether AI can help in eliminating the unconscious bias during recruitment and selection process. In order to uncover the understanding and figure out the potential solutions that AI brings to the HR process, an extensive review of literature has been carried out. It is concluded by analyzing the past contributions that AI offers potential solution to recruitment managers in optimizing the recruitment and selection process and is able to negate human biases prevalent during hiring. The future waits for augmented intelligence technologies offering better results taking over repetitive administrative jobs completely.
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Rani, M. S. Sarika. "A Study on Recruitment and Selection Process at Bloom Hospitals." International Journal for Research in Applied Science and Engineering Technology 7, no. 9 (September 30, 2019): 1007–12. http://dx.doi.org/10.22214/ijraset.2019.9142.
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Muspawi, Mohamad. "MENATA STRATEGI REKRUTMEN TENAGA KERJA." Jurnal Ilmiah Universitas Batanghari Jambi 18, no. 1 (February 14, 2018): 87. http://dx.doi.org/10.33087/jiubj.v18i1.436.
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Recruitment is an integral part of the management of an institution or organization. Recruitment positions are quite important, because the quality of recruitment influence the quality of the performance of institutions or organizations concerned in the future. Filippo in Justine T Sirait (2006: 56) defines recruitment as an employee or prospective withdrawal of labor and the employment search process is done carefully, so as to stimulate them to want to apply for certain positions offered by the organization. Recruitment is wise when before implementation is done plannings to meet the needs of the labor or employee in an organization, what is needed and how much is needed. Once detected all necessary further carrying out the process to get the purposes of labor or employees needed. After planning labor requirements. Subsequent process is the process of opening a job. Pramana (2005: 4) says that the process of opening a job based on their workforce planning needs really been analyzed and approved by the director. Filing review of manpower requirements can be distinguished according to their needs. Selection is the process for deciding the appropriate employee from a set of candidates obtained through the recruitment process, both internal and external recruitment. In principle, the selection regardless of whether the selection made for new employees, promotion, transfer, or others, and are associated with certain stages, such as: determination of the demands of the job and the company, the determination of the type of people required, determination of tools and steps / selection procedures, factors to be considered in the selection is a tool / selection procedure, and who is doing the implementation of selection (Hariandja 2007: 125-127). The part that is no less important than recruitment is the process regarding a contract extension subcontracted employees and probation employees. Pramana (2005: 10) says that this process must be preceded by a review / assessment of employees works to the extent that their ability to carry out the duties and responsibilities of the job.Keywords: Recruitment, Manpower Professional.
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Smolarek, Małgorzata, and Joanna Dzieńdziora. "Selected aspects of the selection of employees for vacancies in integration and welfare institutions." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 17, no. 4 (December 2, 2016): 25–41. http://dx.doi.org/10.5604/18998658.1232686.
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In the modern world the process of recruiting employees is very important for an organisation to function properly. A properly conducted process of recruitment and selection will lead to the employment of the right person at the right post, and the benefits achieved as a result of professional selection of employees will exceed the costs incurred. The process of selecting employees should directly impact the effectiveness of its activity. The aim of the paper is to analyse the process of staff recruitment in integration and welfare institutions. The character of the paper is theoretical and empirical. The theoretical part identifies the process of recruiting and selecting employees. The empirical part presents analysis of a survey results, including with regard to integration and welfare institutions.
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Yaseen, Ayesha. "Recruitment and selection process of higher education sector and its impact on organizational outcomes." International Journal of Human Resource Studies 5, no. 4 (January 5, 2016): 79. http://dx.doi.org/10.5296/ijhrs.v5i4.8822.
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This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in promoting active constructive researches on education sector as well as the fair and corruption less recruitment and selection processes of HEIs.
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Zaman, Laila. "The Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited." American Journal of Business and Management 1, no. 1 (April 29, 2012): 70. http://dx.doi.org/10.11634/216796061706117.
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GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process.
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Pramod, Dhanya, and S. Vijayakumar Bharathi. "Social Media Impact on the Recruitment and Selection Process in the Information Technology Industry." International Journal of Human Capital and Information Technology Professionals 7, no. 2 (April 2016): 36–52. http://dx.doi.org/10.4018/ijhcitp.2016040103.
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The origin of this work stems from the fact that there is a demand to see how information technology organizations are maximizing the potential role of social media in recruitment and selection. This study revealed certain convincing insights into the usage of social media in the recruitment process. A sample of 125 human resource professionals participated in the study, and using principal component analysis, this analysed the impact factors in three broad areas, namely pre recruitment screening, recruitment activities and social media benefits perceived in recruitment and selection. The study resulted in the emergence of eight distinct latent factors, namely the social media involvement, experience and expertise, achievements and endorsements, candidate quality, profile match, efficacy and reachability, target setting and branding. How the organizations make use of social media is not yet explored and this study aims at collecting the industry practices and the factors influencing the adoption of social media.
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Wiranto, Wiranto. "ENHANCE OUTPUT OF NATIONAL POLICIES THROUGH RECRUITMEN, SELECTION, AND COMPETENCE TO CHANGE OF NATIONAL CONDITION." IJER - INDONESIAN JOURNAL OF EDUCATIONAL REVIEW 1, no. 1 (August 7, 2017): 23. http://dx.doi.org/10.21009/ijer:01.01.02.
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This study explores the effects of recruitment, selection, competence and national policies to the changing conditions in Indonesia. 530 respondents from 25 provinces or 50 regencies/cities across Indonesia participated in questionnaire pools in the study. Data were processed using path analysis technique. Results reveal that the recruitment process by political parties, the selection process by the Election Commission, and the competence of the leader, have positive correlations to the policies and the outcomes. The study highlights that without any improvements in the recruitment, selection, competency of leaders, and policies, no changes could be made by the leaders. It implies that a redefinition and actualization of recruitment, selection, competence, and policies should be made to ensure the changes to take place.
Keywords: change of national condition, actualization of recruitment, competencies, national policies.
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Lepistö, Lauri, and Eeva-Mari Ihantola. "Understanding the recruitment and selection processes of management accountants." Qualitative Research in Accounting & Management 15, no. 1 (April 16, 2018): 104–23. http://dx.doi.org/10.1108/qram-11-2016-0080.
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Purpose This paper aims to focus on the recruitment and selection processes of management accountants to enhance the understanding of how employers form perceptions of a suitable management accountant. Design/methodology/approach The analysis is based on 17 interviews with individuals involved in the recruitment of management accountants. Empirical data were collected during the recruitment process at eight organisations. Findings The findings suggest that in the social context of recruitment, technical skills and abilities related to management accounting are increasingly perceived as “taken for granted”, and employers instead focus on evaluating candidates’ appearance and overall credibility. In particular, employers look for individuals who appear to be sociable, dynamic and appealing. Thus, a candidate’s overall appearance and personality are central to the recruitment process, both of which are assessed through characteristics and traits associated with personal charisma. Practical implications The findings have practical implications for both job seekers and recruiters of management accountants. Originality/value This study complements past studies on the role and image of management accountants by elucidating the social nature of their recruitment and selection.
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Titisari, Millenia, and Khairul Ikhwan. "Proses Rekrutmen dan Seleksi: Potensi Ketidakefektifan dan Faktornya." JMK (Jurnal Manajemen dan Kewirausahaan) 6, no. 3 (September 19, 2021): 11. http://dx.doi.org/10.32503/jmk.v6i3.1848.
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Ineffectiveness in the recruitment and selection process can be detrimental to the company. Companies need to minimize the inefeectiveness that occurs in the recruitment and selection process. Meanwhile, the literature that provides empirical evidence on factors of recruitment ineffectiveness and its resolution is very diverse and not comprehensive. This study aims to provide a comprehensive picture of potential ineffectiveness in the recruitment and selection process for employess in Indonesia. A systematic study of literature is used in this study. The sample was obtained from 17 national journals that have been published and have been accredited and have an ISSN during the period 2006 to 2021 regarding recruitment and selection. There are 18 articles relevant to the research. This study groups articles covering topics, research methods and research sectors. The results of this study indicate that the most widely studied research topics come from the dependent variable, namely Civil Servants and employee performance, while the research method used is mostly qualitative methods, as well as the most studied sector, namely the public sector and various forms of process ineffectiveness.
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Tatár-Kiss, Klára. "Gender Equality Provided by Active Action in Recruitment and Selection Process." Marketing & Menedzsment 55, no. 3 (December 23, 2021): 49–57. http://dx.doi.org/10.15170/mm.2021.55.03.04.
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THE AIM OF THE PAPER
Despite all the efforts in relation to hiring women to workplaces, parity has not yet been achieved, and the gap between women and men is even wider when leadership roles are considered. Organizations are gendered, the human resource practices are outdated and are still structured around the ideal, male worker. The main objective of this paper is to critically review the recruitment and selection process (RSP) and provide active actions as practical recommendations, which will enable organisations to hire women into the workplaces.
METHODOLOGY
This research is an empirical study of large multinational organizations, identifying the key human resource policy intervention points in the RSP.
MOST IMPORTANT RESULTS
The outcome of the critical review is that the traditional RSP needs to be transformed and only this transformation – applying positive actions - will enable organisations to achieve gender equality at the workplace. The novelty of this paper is the empirical research of global organizations, based on which, the key intervention points of RSM were identified. The following active actions are proposed: embed employer branding and early talent attraction into the recruitment process; provide transparency of salary bands; apply of female quotas; use structured interviews; run diverse interview panels; and use explicit comparator method.
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Nasution, Muhammad Darwis Meyandie. "Pengaruh Proses Rekrutmen dan Seleksi terhadap Kinerja Karyawan : Studi pada PT. Dian Bahari Sejati." Jurnal Riset Inspirasi Manajemen dan Kewirausahaan 3, no. 2 (September 1, 2019): 85–93. http://dx.doi.org/10.35130/jrimk.v3i2.66.
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Based on the data processing hasi it is known that the selection in which the company has an influence on employee performance partially . The most dominant variable affecting the performance of employees, especially in PT. Dian Bahari Sejati is the selection , the reason for the selection of variables having the largest value of the regression coefficient when compared with variable recruitment , so that the second hypothesis can be said to be proven . Simultaneously, it is known that the process of recruitment and selection simultaneously have an influence on the performance of employees at PT. Dian Bahari Sejati.The influence of variables X1 ( recruitment ) to variable Y ( company performance ) indicated by the value of the correlation coefficient ( r xy ) of 0.727 . While the R -square is 0.528 or 52.80 % , showing approximately 52.80 % variable Y ( the performance of the company's employees ) can be explained by the recruitment process variable ( X1 ) , or in practice it can be said that the contribution of the recruitment process ( X1 ) to variable Y ( performance of employees ) is 52.80 % . The rest is influenced by other variables not examined . The influence of X2 ( selection) to variable Y ( the performance of employees ) indicated by the value of the correlation coefficient ( r xy ) of 0.655 . While the R -square is 0.429 or 42.90 % , showing approximately 42.90 % variable Y ( the performance of the employee ) can be explained by the selection of variables ( X2 ) , or in practice it can be said that the contribution of selection (X2 ) to variable Y ( employee performance ) is 42.90 % . The rest is influenced by other variables not examined .The influence of variables X1 ( recruitment ) and X2 ( selection) to variable Y ( the performance of employees ) indicated by the multiple correlation coefficient of 0.565 , while the R -square value is 0.319 or 31.90 % , showing approximately 31.90 % variable Y can be explained by the recruitment process variable ( X1 ) and selection (X2 ) to variable Y ( the performance of the employee ) is 31.90 % . The rest is influenced by other variables not examined . Or proposed hypothesis can be accepted or recruitment process and se ; of selection has a positive and significant effect on the performance of employees at PT. Dian Bahari Sejati.
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Анисимова, Galina Anisimova, Дроздова, Ekaterina Drozdova, Палагутина, N. Palagutina, Мельникова, and Marina Melnikova. "Personnel Recruitment and Selection for an Organization." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (April 17, 2014): 59–62. http://dx.doi.org/10.12737/3536.
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As the shortage of competent well-trained employees is becoming more and more acute, so is the problem of recruiting and selecting appropriate personnel
for organizations.
Meanwhile the healthy performance of HRM service, and particularly, well-considered personnel recruitment and selection procedure, helps to slow down
employee turnover, which in turn, positively influences on financial well-being and performance of an organization. Employee turnover can have several effects
on the organizational performance. Dependant on the sphere of activity and jobs of permanently changing employees, this effect can be favorable or virtually
imperceptible, but in certain cases can lead to loss of competitiveness and setback in production. Despite the urgency of the high employee turnover problem,
employee retention programs are still can be found in only few organizations.
The major guidelines for shaping recruitment and selection process are presented in the paper, accompanied by the list of the most popular and efficient
methods of hiring, based on internal and external sources. Especially emphasized are the conditions and stage-after-stage recommendations for proper personnel
selection, making it possible to hire employees, whose personal character traits qualify for the job and/or the set of activities to be implemented. The
above said proves high theoretic and practical importance of the study, carried out by the authors.
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Tsareva, Natalia A., and Tatyana A. Kolpakova. "Modern methods of implementing recruitment." Laplage em Revista 6, Extra-B (December 24, 2020): 261–66. http://dx.doi.org/10.24115/s2446-622020206extra-b669p.261-266.
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Active recruiting is built as a recruitment strategy using computer technology in HR management. The electronic recruiting system improves the quality of interaction between candidates and company managers. Web sites, social networks, and messengers allow building communication with a potential employee on-line. The choice of recruiting methods should be as relevant as possible and formed according to the results of the analysis of the selection funnel. Based on the conversion of the selection stages in the funnel, one can calculate how many candidates are needed to close the vacancy and identify the selection problems. Optimization of the recruitment and selection process using modern methods and tools will allow the company to attract the most qualified and efficient employees. A well-developed staff recruitment system will increase the personnel potential and achieve the strategic goals of the company.
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Aulia, Anis Fitri. "ANALISIS PELAKSANAAN REKRUTMEN DAN SELEKSI CALON KARYAWAN BARU DI RSIA KENDANGSARI MERR SURABAYA." Medical Technology and Public Health Journal 3, no. 2 (September 25, 2019): 107–19. http://dx.doi.org/10.33086/mtphj.v3i2.690.
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Recruitment and selection are the most important part in the formation of quality human resources. The effectiveness of recruitment and selection will determine the success of employee performance in the future. The aim of this study was to learn the implementation of recruitment and selection of prospective employees at RSIA Kendangsari Merr Surabaya. The method of this study is observational by using qualitative data in the form of primary data and secondary data. The results of this study found that the recruitment method in RSIA Kendangsari Merr consists of promotion, rotation, job posting, advertising, websites, employee recommendations, labor department, labor placement agencies, and job training programs. While the selection process in RSIA Kendangsari Merr consists of administrative selection, written tests, interview tests, psychological tests, credentials, health checks, and work agreements for a 3-month trial period. The conclusion of this study that all recruitment methods in RSIA Kendangsari Merr Surabaya are in accordance with the internal and external methods of recruitment methods, and the selection process is in accordance with the rules of the selection stages. Recommendation for RSIA Kendangsari Merr is to provide additional recruitment method, it is job bidding. Job bidding can be applied at RSIA Kendangsari Merr Surabaya by offering job positions to employees who are competent with career development to meet certain specifications required. Besides being beneficial for motivation and career development of HR, it also minimizes the costs of recruitment and selection sourced from external organizations.
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Frączek, Adriana. "Social Media in the Employee Recruitment Process." Studia Gdańskie. Wizje i rzeczywistość XVII (June 1, 2021): 61–71. http://dx.doi.org/10.5604/01.3001.0014.9091.
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Satisfying the need for human resources in the organization, results from the employment plan. When it turns out that there is a vacancy in a particular position, either newly created or already existing, the recruitment procedure begins. A very important element in the recruitment of employees is the selection, which is understood as a series of actions taken to fill the vacant positions with suitable employees. The company can carry out the entire recruitment process on its own, by its Social Media in the Employee Recruitment Process own specialists, as well as may use the help of employment offices or personnel consulting. The current reality of the global economy gives many opportunities for both employees and employers. One of these opportunities is the recruitment through social media. Communication medium in the form of the Internet, defines new standards of information transfer. Candidates have the opportunity to exchange views about the company and the proposed position, while employers can learn through social networking sites something about potential candidates.
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Manuaba, Ida Ayu Pradnyani Utami, and Gede Sri Darma. "Examining recruitment strategies and millennial employee selection." International research journal of management, IT and social sciences 8, no. 1 (January 19, 2021): 110–22. http://dx.doi.org/10.21744/irjmis.v8n1.1140.
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The purpose of this study is to look for concrete forms of millennial recruitment and selection strategies. Besides, the purpose of this study is to invite the readers of this study to see what obstacles occur in the strategy of recruitment and selection of Millennial employees. This research was conducted at PT. BPR Lestari Bali. Design This study uses a qualitative approach with descriptive analysis methods. The sample used in this study is based on a purposive sampling technique, namely the determination of samples based on the suitability of certain characteristics and criteria. Data collection techniques used are through observation, interviews, and documentation. The results of this study are to look for concrete forms of recruitment and selection strategies for millennial employees. The actual form of recruitment strategy consists of recruitment preparation, dissemination of job vacancies online, acceptance of applications, and through the Internship program. The results of research on the process of implementing the recruitment and selection strategy at PT. BPR Lestari Bali has been implemented well by the company. Several theories have been applied so that there are not many obstacles or obstacles in the implementation of millennial recruitment and selection strategies.
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Junaid, Z. B., Muhammad Siddique, and Mariya Baig. "An Analysis Of Rater Error In Recruitment And Selection Process Of IT Organizations." Pakistan Journal of Applied Social Sciences 8, no. 1 (September 8, 2018): 91–109. http://dx.doi.org/10.46568/pjass.v8i1.324.
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This paper attempts to study the extent to which rater error is prevalent in recruitment and selection process in Islamabad based Information Technology (IT) organizations. The study observed, evaluated and analyzed complete recruitment process of the 03 selected organizations to find out any conscious or unconscious activity of rater error during the selection process. The study employed qualitative research methodology in which whole selection process was monitored in person, all recruitment forms and documents were studied, unstructured interviews were conducted with the Chief Operating Officers, the Human Resource managers, the technical managers of the organizations and even the candidates. After thorough analysis, the findings of the study reveal that rater errors exist in all of the three organizations, influenced by several conscious and unconscious factors. Results show that stereotyping, halo effect, contrast effect, similarto- me effect and first impression effect were prevalent in the organizations which undermine the objective evaluation of candidates to a greater extent. The study recommends the organizations should pursue rater training programs of the all managers, executives involved in the recruitment process and conducting panel interviews for minimizing the rater errors.
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Hassan, Qandeel, Zulfiqar Ahmad Iqbal, Rabbia Zafar, and Tayyaba Rafique. "Problems in Recruitment." International Journal of Management Excellence 14, no. 2 (February 29, 2020): 2091–94. http://dx.doi.org/10.17722/ijme.v14i2.1134.
Full textAbstract:
The success of an organization in achieving its goals depends on the quality and motivation of its employees. The relevant skills, experience, and behavioral traits of the applicants need to be scrutinized and assessed carefully. To attract top level talent one has to be intentional. There are many things which need to be considered and done in the hiring process. If not given attention at this stage they cannot be repaired later on. In hyper competitive business environments, employees are source of competitive advantage. The casual approach to recruitment and selection would be a big mistake. The problems in recruitment and selection need to be considered and addressed carefully. In this article an effort has been made to highlight some important problems in recruitment and some suggested measures to attract the applicants with high skills, right knowledge and attributes at the right time and for the right job.
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Mons, Arturs, and Velga Vevere. "BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA." Acta Prosperitatis, no. 11 (April 22, 2020): 128–39. http://dx.doi.org/10.37804/1691-6077-2020-11-128-139.
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The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research questions were the following. Question 1: Which recruitment methods are used in their represented organizations? Question 2: Which of selection methods are used in their organization? To collect primary data an online survey form was created which was completely self‐administrative. A sample of 16 businesses from different industries in Latvia, was selected. The sampling was conducted during the whole month of January 2020 and data is reflected in the findings. The survey results demonstrate that the employee selection methods applied in Latvia are not that various. Most of the respondents holds on to the traditional methods such as panel interviews and one to one interviews.
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Adikari, Pamila Sadeeka, Dileep De Silva, Sunil De Alwis, KYPK Weerasekara, Parmelalagapillai Karthikeyan, HHDAU Hettiarachchi, Kapuge Ranjith Kumara, and HW Sunil Shantha. "Improving recruitment process for nurses, professions supplementary to medicine and paramedical staff." Journal of Health Technology Assessment in Midwifery 3, no. 2 (November 20, 2020): 94–98. http://dx.doi.org/10.31101/jhtam.1506.
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The recruitment process of nurses, professions supplementary to medicine and paramedical staffs had been a lengthy and labourers work for the Ministry of Health and Indigenous Medical Services (MoHIMS) of Sri Lanka. The process affected the regular recruitment of mentioned staff categories. Flaws in this system contributed negatively to the country's shortage of human resources for health (HRH) as well as efforts to improve the healthcare service delivery. The aim of the study was to identify the gaps in the traditional paper-based recruitment system of the MoHIMS and to design a suitable intervention to improve the process and to assess the improvements brought about by the intervention. A service improvement project with full participation of stakeholders was planned by the Human Resource Coordination Division (HRCoD) of the MoHIMS. Qualitative methods were used to identify the gaps in the existing recruitment system and to gather the ideas for improvement. A computer based online recruitment system was implemented with the collaboration of the Department of Computer Science Engineering, Faculty of Engineering, University of Moratuwa. The perceived satisfaction of the stakeholders was reassessed by qualitative methods. Long lag between advertising and recruitment for training was revealed. Deficiencies such as, lack of transparency, negatively affected routine office processes, inability to validate examination results during application process and frustrated applicants leaving the training programs due to lengthy selection processes were also among the main gaps identified. The implemented online recruitment system was recognised by the stakeholders for its improved timeliness, transparency and minimal interference to the routine office functions. Service improvement projects to be successful, should be implemented with full stakeholder participation. Computer based online recruitment systems can be successfully implemented in public sector recruitments to improve the efficiency and transparency
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Vaishnav, Tushar, and Levent Altinay. "The franchise partner selection process and implications for India." Worldwide Hospitality and Tourism Themes 1, no. 1 (April 10, 2009): 52–65. http://dx.doi.org/10.1108/17554210910949887.
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PurposeThe purpose of this paper is to provide insights on the franchise partner recruitment process and decision‐making criteria used to select partners. It aims to investigate the process and parameters considered by franchisees in selecting potential international hotel organizations as partners. The success of such choices influences growth of the firms and consequently affecting industry and economy.Design/methodology/approachIn‐depth semi‐structured interviews with owners, directors, vice presidents and mangers of the franchisee organizations were deployed.FindingsFindings suggest that partner selection is a multidimensional activity involving several key stages. Indian franchisees use profitability, brand name, operations support as decision‐making criteria while selecting their partners.Practical implicationsDifferences occur at various stages of partner selection. A proper understanding of partner selection dynamics and careful consideration of criteria's like culture, organizational values, pricing, experience, etc. would result in a better building of relationship.Originality/valueThe paper highlights the complexity of the process and the decision‐making criteria from a franchisee's perspective. From a practical perspective, it could be of value to future and existing international hotel chains using franchising as a mode of expansion.
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Omisore, Bernard Oladosu, and Bernadette Ivhaorheme Okofu. "Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?" International Journal of Human Resource Studies 4, no. 3 (September 28, 2014): 280. http://dx.doi.org/10.5296/ijhrs.v4i3.6367.
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The recruitment and selection of staff in any organization be it public or private sector is of paramount importance to the organization. This is so because it is the staff that turns the vision and mission of the organization into reality. Thus, the objectives of any organization can only be realized through the effective co-ordination of the human resource (staff) of the organization. This paper attempts an examination of the process of staff recruitment and selection in the public service of Nigeria.Five relevant research questions were raised and addressed. Descriptive statistics was used to analyse the data collected from respondents to the questionnaire designed for this purpose. The results obtained showed that merit is often jettisoned on the altar of ethnicity and religion in recruitment into the public service in Nigeria. Since the public service is directly controlled and regulated by the government, the Nigerian Federal Character Principle was largely complied with. The study also reveals that though there are stipulated periods for recruitment and selection into the public service, these are often sidelined. This paper concludes by recommending that for government to operate the most efficient administrative service that would be beneficial to all, her recruitment and selection policies into the Nigerian public services should be unfettered. It should be able to absorb the most qualified, technically sound, disciplined and committed human resource that would in turn help government achieve the objectives of governance.
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Adisa, Toyin Ajibade, Ellis L. C. Osabutey, Gbolahan Gbadamosi, and Chima Mordi. "The challenges of employee resourcing: the perceptions of managers in Nigeria." Career Development International 22, no. 6 (October 9, 2017): 703–23. http://dx.doi.org/10.1108/cdi-01-2017-0003.
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Purpose The existing literature on the recruitment and selection process in Sub-Saharan African (SSA) context has not sufficiently revealed inherent challenges. The purpose of this paper is to examine managers’ perceptions of employee resourcing in Nigeria. Design/methodology/approach This paper uses qualitative data which were generated from the semi-structured interviews of 61 managers across the six geo-political zones of Nigeria. Findings The paper finds that in addition to the Federal Character Principle and the Quota System Policy, favouritism, ethnicity, age and gender discrimination, as well as corruption significantly inhibit the recruitment and selection process in Nigeria. Consequently, the ability to hire the best workers to improve competitiveness is also inadvertently hampered. Practical implications The paper shows that the institutional and cultural variations in SSA require a nuanced approach in the recruitment and selection process in order to enhance organisational competitiveness. Originality/value The institutional and cultural variations in SSA require a nuanced approach in the recruitment and selection process in order to enhanced organisational competitiveness.
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Rahadi, Dedi Rianto, Pandu Cakranegara, and Genoveva Claudia. "Case Study of Recruitment and Selection of Employees in the Family Businesses of Tasikmalaya." International Journal of Family Business Practices 1, no. 2 (December 31, 2018): 139. http://dx.doi.org/10.33021/ijfbp.v1i2.644.
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<p>Human resource planning within a company includes policies such as recruitment and selection, compensation, performance appraisal, career development, and training and development. Recruitment and selection process becomes the main factor to do professional human resources. The purpose of this research is to know how the concept of recruitment and selection model on family business in small and medium enterprise sector. The object of research is small and medium business in Tasikmalaya city in handicraft sector. The research method used qualitative and data collection through triangulation method where researchers examine the interrelated phenomena from different perspectives. The results showed that family emotional relationship factors often affect the recruitment and selection process of employees. Moreover, Incompetent recruitment and selection models will threaten the performance and even the existence of the company. The poor management of human resources in the family company will have negative impacts such as the outbreak of conflict, the unfavourable working situation, the development of various intrigues, and the high level of employee turnover will ultimately impact on the performance of the company.</p>
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Falaqi, Muhamad Rizal, Ahmad Fahmi Arif Ahda, and Danial Hilmi. "RECRUITMENT MANAGEMENT FOR MEMBERS OF ARABIC LEARNING IN ARABIC LANGUAGE STUDENT ASSOCIATION." Arabiyat : Jurnal Pendidikan Bahasa Arab dan Kebahasaaraban 7, no. 2 (December 30, 2020): 219–34. http://dx.doi.org/10.15408/a.v7i2.15742.
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We steered this research to explore the recruitment and selection management of members based on interests applied by the selection team in the Arabic language student association. This research was a case study with a qualitative approach. The data were collected by interview, documentation, and observation. The results revealed that students who took part in the selection were classified based on their interests or skills through interviews and tests conducted by the selection team. However, the selection team experienced 2 obstacles: 1) time constraints during the selection process, 2) obstacles after the recruitment process. The first obstacle was when some students did not know what interests they have and the second one was when the members lost their motivation and commitment to learn. These obstacles affect other members and the learning process in the Arabic language student association. Therefore, the right recruitment process will attract more members that meet the qualifications and influence the student association. Then, in turn, it will make students more creative, explore themselves, become generation of achievers.
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Clifford Tizhe Oaya, Zirra, James Ogbu, and Grace Remilekun. "Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 3, no. 3 (2017): 32–43. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2003.
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Employee performance is vital to all business enterprises in both developed and developing economies. The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming. For organization to be sustained, employees have crucial roles to play in order to ensure that organizations attain competitive advantage over the competitors across the globe. The study examined the recruitment and selection strategy on the employee performance in the real sector using descriptive survey research design. The inferential statistics used is the “one sample T-test” to find the level of relationship between recruitment/selection strategy and employee performance. The study revealed that the use of recruitment agency and internal employee recommendation in the recruitment/selection process enables organization to recruit committed and productive employees while the recruitment through the influence of host community leads to organizational inefficiency. The study therefore, recommends that Organizations can make use of employment agencies in the act of recruitment and selection but should be open to disclose the job description and responsibility to them. Acceptance of referred candidates from committed and active employees for employment was also recommended as it enhances mentoring, monitoring, obedience and coaching among employees. It was also advised that recruitment/selection should be based on the capability of the candidates to perform the job responsibilities than consideration based on host community influences.
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Popović, Milica, Gabrijela Popović, and Darjan Karabašević. "Determination of the importance of evaluation criteria during the process of recruitment and selection of personnel based on the application of the SWARA method." Ekonomika 67, no. 4 (2021): 1–9. http://dx.doi.org/10.5937/ekonomika2104001p.
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Personnel selection for an organization is an extremely important process. Modern organizations strive to improve the process of recruitment and selection of personnel as much as possible, in order to provide the organization with quality personnel and thus long-term competitiveness. In addition, the evaluation criteria on which the recruitment and selection process is based is also important, as it has a large impact on the final selection of candidates. Therefore, the aim of this paper is to propose the application of multi-criteria decision-making methods for the process of determining the weighting coefficients of evaluation criteria. Accordingly, the SWARA (Step-Wise Weight Assessment Ratio Analysis) method for determining weights was applied in the paper. The SWARA method proved to be extremely reliable when it comes to defining the weights of evaluation criteria, primarily due to its simplicity and the fact that respondents and domain experts could easily express their views on the issue.
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Sari, Via Anjela, Ahmad Zainuri, Rabial Kanada, and Ibrahim Ibrahim. "Manajemen Rekrutmen Guru PAI di SMK Nurul Iman Palembang (Analisis Terhadap Proses dan Materi Seleksi)." Fitrah: Journal of Islamic Education 2, no. 2 (January 29, 2022): 156–69. http://dx.doi.org/10.53802/fitrah.v2i2.72.
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This study aims to analyze the management of teacher recruitment which focuses on the study process and selection material. This research was conducted at SMK Nurul Iman Palembang, as a school known for its quality in the recruitment and development of teachers. This study uses a qualitative method based on descriptive studies, with data collection techniques using observation, interviews, and documentation. Informants in this study were principals, vice principals, and teachers. The data analysis technique used is data reduction, data presentation and verification or drawing conclusions. The results of the study explain that the teacher recruitment process at SMK Nurul Iman Palembang goes through the stages of preparation for teacher recruitment, formation of a teacher recruitment committee, dissemination of recruitment information, acceptance and collection of administration, preparation of selection materials, interviews, and determination of participant graduation. The selection materials include four materials as stated in Law no. 14 of 2005 concerning teachers and lecturers, namely pedagogical material, professional material, personality material, and social material.
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Rao, Akhila, Shailashri V. T, Molly Sanjay Chaudhuri, and Kondru Sudheer Kumar. "Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways." Think India 22, no. 2 (October 31, 2019): 745–63. http://dx.doi.org/10.26643/think-india.v22i2.8878.
Full textAbstract:
The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.