Recruitment and Selection for Better Organizational Outcome.

The main objective of recruitment finding better talent and finding loyal employees who will last long for a forcible future rather than finding short term agreements. The main contributing factor between a loyal employee and the organization is the “Trust” which is truly beneficial for the organization in the terms of operations and loyalty. One of main reasons for staff turnover and employee dissatisfaction is the breaching of trust between management and employees, mainly on recruitment terms like, -           Remuneration packages. -           Job description. -           Organizational cultures. -           Benefits. These are the main contributing factors of employee agreements and trust building elements between employee and organization. The most important factor is making the promise is "Communication...

  Human talent is the best resource that any company got, therefore many organizations values their staff and work on retaining them, But when the efforts are not enough to keep employees within the organization , many parties outside the organization / from other departments are waiting to poach those human talent. When it comes to searching talent, most organizations attract talent from many ways like job notices, Word of mouth, Employment poaching etc. Even though the word “poaching” may sound different but it is not. Employment poaching can be described as searching and attracting talent from other organizations, Department etc. It is mainly because identification specific talents, qualifications or working style which may give a better advantage for the organization and then approaching them with better remuneration packages , promotions etc. The Talent Poaching, which also known as Employee Raiding, is the tactic followed by organizations to poach more experienced / quali...

Both Recruitment and Selection are vital components in the hiring process where acquiring best talent with better qualifications, better compatibility with organization culture. The recruitment procedure mainly focused on identifying a need of an employee for the organization and attracting potential candidates through job notices for further selection, Meanwhile selection process is mainly focused in choosing suitable candidates out of shortlisted applicants, the selection process is vital for deciding qualified and unqualified candidates.   Recruitment and selection is a process of acquiring the best talent upon organizational requirements, the selection process is mainly composed with elements like screening applications, testing and evaluating work tests, interviewing, looking into references of the suitability and family status or the background. Most organization uses these procedures to improve the probability of enlisting people who have the genuine attitudes , capabiliti...

  In order to elaborate the use of various strategies and steps used selection and recruitment processes various models were designed. As per a case study done for the department of justice and constitutional development in South Africa by a Senior consultant & a research professor, Thebe, T.P. & Van der Waldt, G, has designed the “Macro model” for more strategic approach and the “Meso model” tactical approach which reflects the interrelationship between structure and strategies and also elements which includes in both recruitment and selection processes like advertising, shortlisting of applications and finalizing the recruitments. Selection models The "Macro model" in selection This macro-model for selection is mainly focused at “strategic” human resource development. This model demonstrates a process which describes the stages from the beginning and the preliminary screening and interview of the candidate to decide final decision on offering the position to the...

Both recruitment and selection are considered as basic processes in human resource management which has a big impact on the successfulness of the organization. It is not just a process for filling up vacancies available within the organization but also to find the right candidate who is more compatible with organizational culture and values also must fulfill the expectations that the management or the higher authorities expect from that particular position. In order to optimize these processes different theories has been developed. -           Person-Organization fit theory model. -           Social exchange theory. -           Realistic job preview theory model. -           Human capital theory. -           Multiple sequence theory.   Person-Or...