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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...