Arthur, W., Jr., Day, E. A., McNelly, T. L., & Edens, P. S. 2003. A meta-analysis of the criterion-related validity of assessment center dimensions. Personnel Psychology, vol 56, p. 125-153.13References. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .12Introduction To be said that a candidate has qualified to be an employee of any organisation, it not only proves how qualified they are in terms of education but also the candidate has portrayed various skills that the company can utilize in their business. In this topic the paper is going to concentrate more on the recruitment and selection strategies that are used and with this, the report is going to identify key principles that are incorporated in both strategies while outlining the theories and legal procedures behind them and the reason behind the recruitment and selection decisions.
As the paper concludes, it will mention on any recommendation that the human resource of any organisation should take into consideration when undertaking these processes to ensure that free and fair strategies have been adopted to ensure that the right candidates qualifies for the position. Part A-Recruitment strategyMethod for recruitmentAccording to Wikipedia, recruitment is termed as the way in which people are attracted towards a similar job hence lead to more activities such as screening, interviewing and selecting qualified people.
Recruitment is basically meant to increase the pool of employees in a certain organisation (Arthur, Day, McNelly and Edens 2003, p. 153). In the recruitment process there are several stages that are followed in order to determine the best person suited for the job. Searching candidates who can be potentials to be recruited can be done through networking or placing advertisements in the newspaper or in the internet.
With the growing use of technology, companies have found it effective to advertise their vacant positions through the internet. There are various methods used for recruiting among them the paper is going to take a look at four major methods that current organisations are using (Arthur, Woehr and Maldegen 2000, p. 813). The first one is where the human resource of a company is given responsibility to carry out the whole process of recruiting and the main role of deciding who is to take up the position is left in the hands of the managers.
Secondly is seeking assistance from an outside source. This method is likely to be used by large organisations. Third is having an employment agent who is given full responsibility to recruit and select the specified person to fill in the vacant position. These agencies are fully funded enabling the activity to be done in an easier way (Avery and McKay 2006, p. 184). Fourth is the use of executive search firms that mainly deal with executive positions. These firms use a specified approach in advertisings a particular position and ensure that there are many candidates to be recruited.
The paper is going to focus more on the fourth method as it is seeking for a managerial position. Decision behind recruitmentExecutive search firms otherwise known as head hunters is recommended for this recruitment process because of all other methods used in recruitment, this method is aggressive as it searches for a leader who will not be affected easily by any arising situation in an organisation and finds it easy to control a large number of employees (Axelrod, Hensfield-Jones and Welsh 2001, p. 9).
This method uses unique recruitment methods and they prefer to generate their own list separate from the one a certain company has made. This is mainly done to ensure that the recruitment process has been done in a fair and transparent manner. This approach used in selection of managers undertakes the recruitment process on their own acting independently from the influence of any other body (Barney and Wright 1998, p. 36). Through this they organise for private interviews with the candidate. These kinds of firms are now using the social media hence tapping a wide pool of talent.
In this kind of recruitment that is mainly external, it concentrates on the job analysis and the decisions are based on whether existing staff can be used to fill in the vacant position or there is the need to source people from outside and the kind of training to be gotten in that job (Barrick and Mount 1991,p. 26). The information that will be needed in decision making is reached after considering the experiences gathered by the candidate to be interviewed and lastly any information that can be used to show the skills of the person.