The paper 'Recruitment and Selection Process and Its Current Challenges' is a great example of a Management Assignment. The world is dynamic in nature, so are the business practices. A business practice which was deemed great in 1950 turns out to be irrelevant in 2012 and so on. There have been various changes in organizational management. The following essay will focus on human resource management, and specifically on selection and recruitment. The sole purpose of the recruitment and selection process is to ensure that an organization gets the best employees in the market to work for it (Beardwell & Claydon 2010, p. 51).
There are various recruitment and selection models that have come up in order to ensure that an organization gets the ‘ perfect’ employees to work for it. With this, the previously regarded ‘ classic trio’ has lost its prominence in the modern human resource management field. The classic trio involves the three basic elements; application form, interview, and reference. As at today, organizations can no longer rely on the classic trio to select individuals who are best suited for them. The following essay argues why organizations can no longer rely on this previously highly regarded recruitment and selection system. In order to acknowledge why organizations can no longer rely on the classic trio for recruitment and selection needs, it is important to understand the objectives of the recruitment and selection process.
The basic objective of the recruitment and selection process is to enable an organization to get the most competent people in the labor market to work for them (Miglic 2010, p. 40). Recruitment and selection are two separate processes that are all aimed at ensuring that the staffing process is successful.
Recruitment is a process that involves attracting a lot of people to apply for a job position that is offered in an organization (Bach 2009, p. 115). On the other hand, the selection process is aimed at picking successful candidates from a large number of people who took part in the recruitment process. Therefore, the recruitment process must have the ability to attract a pool of potential employees who possess the desired attributes. This is one of the main points of contention of the classical trio model of recruitment and selection.
The question as to whether the classic trio is able to meet the expectations of the recruitment and selection process. In the staffing process, there arises another set of objectives that the selected recruitment and selection model must meet in order for it to be deemed successful; in that, it meets the goals and objectives of the organization. One of the main objectives which come about as a result of the main objective of the recruitment and selection process discussed above is accuracy (Niazi 2009, p. 2).
It is the desire of each and every organization to find the person who meets the job requirements of a specific organization. For this reason, the organization opts for a process that maximizes this accuracy. Looking at the classic trio, this accuracy is not the desired degree. For this reason, more and more organizations are deeming the classic trio as an inappropriate model towards reaching the objective, hence turning to other models or integrating several aspects of other models into the classic trio. The shortcomings of the classic trio with respect to accuracy will be discussed later in this essay.
Armstrong, M., 2003. A Handbook of Human Resource Management Practice. Kogan Page Publishers, London.
Bratton, J. and Gold, J., 2012. Human Resource Management: Theory and Practice, Ch. 7 ( 5th ed., Basingstoke: Palgrave Macmillan, Mahwah, New jersey.
Bach, S., 2009. Managing Human Resources, 4th ed. Blackwell Publishing, Victoria Australia
Beardwell, J. and Claydon, T., 2010. Human Resource Management: A Contemporary Approach, Ch. 5, (6th ed.), Harlow: Prentice Hall. England.
Koster, M., 2002. Human Resource Management: Classical Selection Methods and Alternatives, Grin Verag Pub Nordestedt Germany
Irving, J & Williams, D., 2001. Development: Training With Ill-Defined Objectives?, Selection Development Review, Vol. 17, No. 5, pp. 3-7
Niazi, A., 2009. Recruitment and Selection Process and Its Current Challenges, pp.1-6
MaCreath, C., & Bozionelos, N., 2001a. IT-Based Training: Investigating The Employees’ Perspective, Selection Development Review, Vol. 17, No. 5, pp. 8-11
MaCreath, C., & Bozionelos, N., 2001b. The Utilization Of ‘Sophisticated’ Selection Techniques: Results From A Case Study In A Large Organization, Selection Development Review, Vol. 17, No. 5, pp. 12-14
Miglic, D., 2010. Human Resources Recruitment In State Administration, Belgrade (Serbia), Mutapova