Recruitment, Selection And Retention

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Recruitment, Selection and Retention Introduction Recruitment, selection and retention have become a very important mechanism in the ever growing economy of the world. It is now the ultimate focal point in all human resource departments in organizations all around the world. “Recruiting and selecting the right people to join an organization has become increasing apparent where people are emphasized as the prime source of competitive advantage” (Breadwell, 2007). Attracting the right number of suitable employees is of great importance for organization in the growing competitive industry in many sectors. Having the right people working the right jobs will improve the organizations competencies along with effective human resource practices will…show more content…
Recruitment and selection often go hand in hand but it’s a methodological approach. “Recruitment is where an organizations primary purpose is identifying and attracting potential employees” (Breaugh & Starke 2000). Recruitment is the stepping stone into this whole salient HR practice. It is done in many forms, based on the requirements of the organizations. Companies use many different approaches to attract potential candidates for the job in vacant, some of these approaches are advertising on media, paper adverts, job forums and social media. Some other approaches are partnering your organization with recruitment companies who specialize in finding the ideal recruits based on the requirements of the company. One other cost effective recruitment approach companies look at is internal recruitment, this form of recruitment gives opportunities for existing employees to climb up the corporate ladder while improving…show more content…
Conducting job analysis requires several meticulous steps to be taken. Typically this process is started off by determining the major task, activities, behaviors, or duties to be performed on the job. This calls for interviews with the incumbent job holder along with supervisors and other staff connected with him or her in the natural course of events. Once the products are defined and the tasks and activities have been identified, the relative importance, relative frequency, or essentiality with which the various task are performed can be assessed. This assessment is done by looking at testing criteria’s under knowledge, abilities, skills and other characteristics (KASOCs). Fulfilling all these standards and analysis techniques leads to a clear deduce on the nature and requirements of the job which in hence can be conveyed out to the potential candidates when recruitment is taking

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