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Recruitment and selection strategy

Once job analysis has been performed to conclusion then it becomes possible for human resource personnel to look for the suitable person to perform the job. It is then that the recruitment and selection function comes into effect. Basically recruitment and selection entails looking for the right people to occupy vacant positions in the organization. To achieve the human resource department employs several methods in order to attract best qualified candidates for the position (International Journal of Human Resource Management).

Recruitment is the first step that is used to call for applications from a wide range of people. Once applications have been received, the next stage is selection which entails conducting interviews on the short listed candidates. Through such interviews the best candidates are picked to occupy the vacant positions (http://www. galliardgroup. com/talentfinder. html). . Methods of attracting applicants The most common and simplest method is the use of internal recruitment. This is best suited when the organization wants to build and develop skills and training of the existing staff members.

This method helps the staff to develop and qualify for promotions within the organization. This method also serves to motivate the employees to actively push for self improvement as well growth

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of the organization. When this is done without favourism, employees feel recognized by their employers. Commercial recruitment agencies can also provide a pool of potential qualified applicants. These agencies specialize in specific or particular types of work such as managerial, secretarial, and/ or engineering etc.

They may at times have potential applicants already registered with them. Organisations having vacancies to be filled contact the agencies for applicants and in return the agencies are paid some commissions. (http://www. publicjobs. ie/client/toolkit/index. asp assessed on March 30, 2008) The advantage with them could be that they have a ready pool of applicants and can provide very qualified applicants. Newspapers provide space for advertising vacant positions in organizations. This is likely to attract a good response especially when dealing with specialist vacancies.

The main advantage of these is that a wider audience is reached hence the huge response. Use of internet is increasingly common when it comes to recruitment. Majority of this is used for graduate-level and technical jobs. The main target is computer literate people. Other methods used to attract applicants include the use of specialist and professional journals. The main target audience is the specialist in that field as well as other related professionals (http://www. galliardgroup. com/talentfinder. html).

Word of mouth is also a common method used to attract applicants. This is synonymous to use of referrals when recruiting new applicants. Before arriving at the methods to use to attract applicants it is important to find out if the function of the job has changed, whether the job has been altered by work patterns, new technology or new products. Then it is also important to know if the expected job holder is expected to be more flexible in terms of skills than the previous job holder (http://www. publicjobs. ie/client/toolkit/index. asp).

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