Getting Recruitment, Selection and Placement Right

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Recruitment and selection costs time and money. It costs a lot of money especially when it is outsourced to recruitment agencies. There are lots of recruitment agencies out there; some are exceptional in the discharge of their duties while others are not. This can also be said of Human Resource departments of organizations that carry out their recruitment and selection exercises by themselves. I strongly believe that the bar can be raised to effectively justify the amounts of money and time spent on recruitment and selection.

Recruitment, selection and placement are strategic activities aimed at staffing any organization with people with the right blend of knowledge, skills and abilities (KSAs) that are instrumental to the achievement of the objectives of the organization.

Other than times when organizations have to headhunt, it is important to recruit rightly (internally or externally) by tactically attracting a large pool and probably the best crop of applicants. Recruiting internally (before throwing the recruitment net in the public domain) is very essential because it communicates the importance that organizations place on the career advancement of their staff. If they are eligible and come highly recommended, give them the chance. This will boost their commitment and ultimately strengthen employee retention. If no staff is eligible to fill the vacant role(s), make the job opening public.

It is important that recruitment adverts be balanced and detailed enough to enable applicants make informed and wise decisions. Well, I am not oblivious to the fact that some ineligible applicants send in their applications despite clearly spelt out criteria. As regards recruitment adverts that are balanced, it is crucial I mention an aspect of recruitment that is usually overlooked. This aspect is called realistic job preview (RJP).

Michael Aamodt in his book titled ‘Industrial/Organizational Psychology: An Applied … Read More...

The recruitment strategy 1

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Good morning trusting that the last two weeks have been very interesting but not futile. Are you living life deliberately or are you coasting through life.. Today we’re going to be talking about recruitment strategies.

A few years ago, my organization at the time organized a team-building retreat. During the retreat we played a lot of team-building games.One of them was the fact that you had to run and pair- up with somebody whenever the command was given. You were out of the game if you were left standing on your own.

There was a young man who always paired-up successfully with another person immediately the command was given. He looked very unassuming but won the game without much of a fuss. I was intrigued as to how come he always paired up with somebody else immediately the command was given. When I asked him, he told me that before the command was given he would target exactly the next person he wanted to pair up with.He wouldn’t let the command come firstbefore he would start running around trying to find somebody. This strategy invariably led him to win the game. What this quickly taught me was that strategy is extremely important in anything you want to achieve.

With this mindset it is clear that selection and recruitment needs strategy just to ensure that the right person is recruited into the right position at the right time in the right vicinity and at the right cost.

Strategy is a plan of action designed to achieve a long-term or overall aim. Recruitment is the action of enlisting new people into the work force. Therefore a recruitment strategy is a plan of action designed to achieve a long-term aim and objective in the act of enlisting new … Read More...