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Selection in organizations

Compare and contrast interviews and assessment centers as tools for Recruitment and/or Selection in organizations. In your answer you are required to demonstrate your understanding of the basic theories underlying methods of Recruitment & Selection in general. When an organization is looking to recruit new employees, be it for various reasons, firstly a medium for recruitment and selection needs to be decided upon. An organization needs to decide which method of Recruitment & Selection is the most efficient and effective way of finding the right candidate(s) for the job.

As we are aware of interviews and assessment centers are both tried and tested ways of recruiting and selecting candidates for employment. Before an option can even be considered we firstly need to evaluate the job which is available, and evaluate the hiring organization. They need to asses the job that is available and decide whether it is actually needs filling, or has the job become somewhat of an obsolete position, which can be cut out. If it is decided that the position needs filling the company needs to ask itself, how important is the position being filled?

For instance, if you are filling in a vacant position in the top end of

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a hierarchical pyramid the scrutiny and thoroughness of Recruitment & Selection is very important. Whereas if an organization is looking for a new cleaner of genitor then I believe, although it is less important, less scrutiny is required. When the importance of the job available has been considered then the company needs to decide how much money it is willing to surplus into Recruitment & Selection. Is the company looking for long-term solutions or short-term solutions?

By deciding which the company will know how much money will be pumped into Recruitment & Selection. Whilst assessing the importance of the position and the funds available for Recruitment & Selection the organization must also take into account how quickly the position needs filling. For example, if McDonalds are short on crewmembers (basic staff) what they do is advertise in local newspapers for applicants. All of whom are bought in for a 10 minute orientation and then thrown ‘straight into the deep end’.

McDonalds don’t follow any stringent employment guidelines and basically hire who is available. They have a very high staff turnover, perhaps due to the nature of the job. This may be the reason why they don’t fund for stringent centers. In this example of a simple interview, given by a staff member who is available at the time is enough for McDonalds. Basically the approach McDonalds use regarding employment mirrors that of Rodgers seven point plan (1952).

They don’t regard the competency-based approach very highly, opting to know only the essentials, which are required for the job i. e. physical make-up, general attainments, general intelligence etc. Although I believe McDonalds use a very crude method of employment it obviously works for them. They are a global Billion $ organization which is known the world over, perhaps if they used a different method of employment it might not work for them. Although McDonalds whom are such a big company use such a crude method for Recruitment & Selection, this will not work for all companies.

As I previously mentioned, McDonalds don’t expect its employees to be an integral part of the long term plan or future, they see them more as short-term investments. Although this is a superbly efficient system for McDonalds, this cant be said for many company’s. For instance, when a corporate company is taking on new staff and throwing a lot of money into Recruitment & Selection the employment process will differ a lot to that of a company such as McDonalds. This is because most companies are looking to secure the future of their companies by holding onto their employees for a long-term basis.

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