Contents
• The recruitment and selection unit of the module HR Management is dedicated to the basics in employing new staff from outside or inside the organization. The course presents following topics: the importance of employer branding for hiring right candidates, steps of recruitment and selection process, recruitments and selection methods, including application screening, structured interview and assessment centre.
• The recruitment and selection process consists of several steps: identification of requirements, attracting applicants, creating a shortlist, applying selection process and preparing an offer.
• Employer branding - In order to attract applicants firms create their employer brands. Employer brand is a set of attributes and qualities – often intangible – that makes an organization distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture. (CIPD, 2007).
• Recruitment methods - Organizations can adopt different recruitment methods. Organization may offer the job at the internal or external labour market. Also social networking sites grown rapidly in popularity and there are an array of sites competing for members from more formal sites encouraging business networking such as Linkedln to more informal sites such as Twitter or Facebook.
• Assessing the suitability of applicants at each stage of selection, starting from reviewing application forms or CVs, to evaluating psychometric test result and rating performance in interviews, is central to the process not only of hiring, but of hiring the right kind of people. Selection process involves the use of techniques and tools that are designed to discriminate between shortlisted applicants, using legal, relevant and predictive criteria.
• Assessment centre – a collection of activities designed to assess the suitability of a number of candidates for a job. The assessment typically involves several assessors evaluating the performance of a number of candidates in a series of exercises and tests. Candidates are presented with individual or group-based exercises and tests.
• Competence – the combination of skills, knowledge and experience that result in a person’s ability to carry our specific tasks and procedures to a required standard.
• Validity - it is important that any test or assessment used in the selection has a high degree of validity. If scores obtained by a sample group of job holders in a test correlate highly with job performance the test has a high degree of validity and can be regarded as effective in predicting job performance.
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Title:
Recruitment and selection
Keywords
Recruitment method, selection methods, assessment centre, interview, competency, employer branding
Author:
AGH
Languages:
English
Description:
• The recruitment and selection unit of the module HR Management is dedicated to the basics in employing new staff from outside or inside the organization. The course presents following topics: the importance of employer branding for hiring right candidates, steps of recruitment and selection process, recruitments and selection methods, including application screening, structured interview and assessment centre.
• The recruitment and selection process consists of several steps: identification of requirements, attracting applicants, creating a shortlist, applying selection process and preparing an offer.
• Employer branding - In order to attract applicants firms create their employer brands. Employer brand is a set of attributes and qualities – often intangible – that makes an organization distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture. (CIPD, 2007).
• Recruitment methods - Organizations can adopt different recruitment methods. Organization may offer the job at the internal or external labour market. Also social networking sites grown rapidly in popularity and there are an array of sites competing for members from more formal sites encouraging business networking such as Linkedln to more informal sites such as Twitter or Facebook.
• Assessing the suitability of applicants at each stage of selection, starting from reviewing application forms or CVs, to evaluating psychometric test result and rating performance in interviews, is central to the process not only of hiring, but of hiring the right kind of people. Selection process involves the use of techniques and tools that are designed to discriminate between shortlisted applicants, using legal, relevant and predictive criteria.
• Assessment centre – a collection of activities designed to assess the suitability of a number of candidates for a job. The assessment typically involves several assessors evaluating the performance of a number of candidates in a series of exercises and tests. Candidates are presented with individual or group-based exercises and tests.
• Competence – the combination of skills, knowledge and experience that result in a person’s ability to carry our specific tasks and procedures to a required standard.
• Validity - it is important that any test or assessment used in the selection has a high degree of validity. If scores obtained by a sample group of job holders in a test correlate highly with job performance the test has a high degree of validity and can be regarded as effective in predicting job performance.