| Human Resource Management theories focus on | | | | making and the selectors aim to recruit only |
| methods of recruitment and selection and | | | | the best candidates who would suit the |
| highlight the advantages of interviews, | | | | corporate culture, ethics and climate |
| general assessment and psychometric testing | | | | specific to the organisation (Terpstra, |
| as employee selection processes. | | | | 1994). This would mean that the management |
| | | | would specifically look for potential |
| The recruitment process could be internal or | | | | candidates capable of team work as being a |
| external or could also be online and involves | | | | team player would be crucial in any junior |
| the stages of recruitment policies, | | | | management position. Human Management |
| advertising, job description, job application | | | | resource approaches within any business |
| process, interviews, assessment, decision | | | | organisation are focused on meeting corporate |
| making, legislation selection and training | | | | objectives and realization of strategic plans |
| (Korsten 2003, Jones et al, 2006). Examples | | | | through training of personnel to ultimately |
| of recruitment policies within healthcare | | | | improve company performance and profits |
| sector and business or industrial sectors | | | | (Korsten, 2003). The process of recruitment |
| could provide insights on how recruitment | | | | does not however end with application and |
| policies are set and managerial objectives | | | | selection of the right people but involves |
| are defined. Successful recruitment methods | | | | maintaining and retaining the employees |
| include a thorough analysis of the job and | | | | chosen. Despite a well drawn plan on |
| the labor market conditions and interviews as | | | | recruitment and selection and involvement of |
| well as psychometric tests to determine the | | | | qualified management team, recruitment |
| potentialities of applicants. Small and | | | | processes followed by companies can face |
| medium sized enterprises (SMEs) also focus on | | | | significant obstacles in implementation. |
| interviews and assessment with emphasis on | | | | Theories of HRM may provide insights on the |
| job analysis, emotional intelligence in new | | | | best approaches to recruitment although |
| or inexperienced applicants and corporate | | | | companies will have to use their in house |
| social responsibility (CSR). Other techniques | | | | management skills to apply generic theories |
| of selection that have been described include | | | | within specific organizational contexts. |
| various types of interviews, in tray | | | | |
| exercise, role play, group activity, etc. | | | | Bibliography |
| | | | |
| Recruitment is almost central to any | | | | Jones, David A.; Shultz, Jonas W.; Chapman, |
| management process and failure in recruitment | | | | Derek S. (2006) Recruiting Through Job |
| can create difficulties for any company | | | | Advertisements: The Effects of Cognitive |
| including an adverse effect on its | | | | Elaboration on Decision Making International |
| profitability and inappropriate levels of | | | | Journal of Selection and Assessment, Volume |
| staffing or skills. Inadequate recruitment | | | | 14, Number 2, pp. 167-179(13) |
| can lead to labor shortages, or problems in | | | | |
| management decision making and the | | | | Korsten A.D. (2003) Developing a training |
| recruitment process could itself be improved | | | | plan to ensure employees keep up with the |
| by following management theories. The | | | | dynamics of facility management Journal of |
| recruitment process could be improved in | | | | Facilities Management, Volume 1, Number 4, |
| sophistication with Rodgers seven point plan, | | | | pp. 365-379(15) |
| Munro-Frasers five-fold grading system, | | | | |
| psychological tests, personal interviews, | | | | Papers For You (2006) "P/HR/254. HRM: methods |
| etc. Recommendations for specific and | | | | of recruitment and selection", Available from |
| differentiated selection systems for | | | | [22/06/2006]Papers For You (2006) "E/HR/21. |
| different professions and specializations | | | | Using relevant frameworks and theories |
| have been given. A new national selection | | | | critically evaluate the recruitment and |
| system for psychiatrists, anesthetists and | | | | selection appraisal processes used by an |
| dental surgeons has been proposed within the | | | | organisation with which you are familiar |
| UK health sector. | | | | contribute. How does it contribute to the |
| | | | performance of the organisation?", Available |
| Recruitment is however not just a simple | | | | from [21/06/2006] |
| selection process and requires management | | | | |
| decision making and extensive planning to | | | | Shipton, Helen; Fay, Doris; West, Michael; |
| employ the most suitable manpower. | | | | Patterson, Malcolm; Birdi, Kamal (2005) |
| Competition among business organisations for | | | | Managing People to Promote Innovation |
| recruiting the best potential has increased | | | | Creativity and Innovation Management, Volume |
| focus on innovation, and management decision | | | | 14, Number 2, pp. |