Analyzing Oranizational Psychlogy
Analyzing Organizational Psychology
Terri L. Smith
Psych/570
February 18, 2013
Dr. D’Marie Hanson
Applying Organizational Psychology
The recruitment process can be perceived from two viewpoints, organizational and the applicant perspectives. Recruitment is nothing but the process of examining the candidates from employment and them invigorating from jobs in the organization. When organizations are recruiting an applicant they use procedures that are controlled by a number of changing factors, including the nature of the jobs, cost, character of individuals applying for employment and time consideration. This analysis will discuss in the paragraphs below the recruitment process from an organizational and applicant perspective, explain how the principles of organizational psychology can be used in the recruitment process, describe the concept of organizational socialization and explain how the principles of organizational psychology can be applied to organizational socialization.
Recruitment Process
Recruitment is the procedure used by an organization to pinpoint and fascinate job candidates in order to fill a position. An operative tactic to recruitment can help a company productively compete for limited human resources. The five stages to the recruitment process are identifying the job, decide how to fill the job opening, identify the target population, notify the target population and meet with the candidates (Barber, 1998). Identifying the job would appear to be easy but it may take a long time for the company to fill the position after a resignation has been turned in and the process can take up to six to eight weeks to screen. When an organization is deciding how to fill an open position, they must ask themselves does the position need to be filled by someone new or could a current employee fill the vacancy. They also must determine if the vacancy will be posted internally or externally. Identifying the target population and then notifying
Terri L. Smith
Psych/570
February 18, 2013
Dr. D’Marie Hanson
Applying Organizational Psychology
The recruitment process can be perceived from two viewpoints, organizational and the applicant perspectives. Recruitment is nothing but the process of examining the candidates from employment and them invigorating from jobs in the organization. When organizations are recruiting an applicant they use procedures that are controlled by a number of changing factors, including the nature of the jobs, cost, character of individuals applying for employment and time consideration. This analysis will discuss in the paragraphs below the recruitment process from an organizational and applicant perspective, explain how the principles of organizational psychology can be used in the recruitment process, describe the concept of organizational socialization and explain how the principles of organizational psychology can be applied to organizational socialization.
Recruitment Process
Recruitment is the procedure used by an organization to pinpoint and fascinate job candidates in order to fill a position. An operative tactic to recruitment can help a company productively compete for limited human resources. The five stages to the recruitment process are identifying the job, decide how to fill the job opening, identify the target population, notify the target population and meet with the candidates (Barber, 1998). Identifying the job would appear to be easy but it may take a long time for the company to fill the position after a resignation has been turned in and the process can take up to six to eight weeks to screen. When an organization is deciding how to fill an open position, they must ask themselves does the position need to be filled by someone new or could a current employee fill the vacancy. They also must determine if the vacancy will be posted internally or externally. Identifying the target population and then notifying