Recruitment and Selection Process definition
Recruitment and Selection Process
Definition:
The process of sourcing and screening potential candidates that shares similar values and beliefs aligned with the organisation along with the desired knowledge, skills and experience to competently fulfil the defined job descriptions and specifications.
Note: Brief overview of the function
Objective: “Recruitment is the process of attracting, screening, and selecting employees for an organization.”
Stages of recruitment: job analysis, sourcing, screening and selection, and on-boarding
Job analysis: involves determining the different aspect of a job through job description and job specification
Job description: job role within an organisation and lists the main tasks and responsibilities
Job specification: highlights the characteristics a candidate needs for a post and the desired qualities
Sourcing: Attracting or identifying candidates internally or externally through advertisement (i.e. recruitment agencies, institutions, internet…etc)
Screening and selection: assessing potential candidates, specifically, relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience. Screening can be achieved by evaluating resumes and job applications, interviewing, and job-related or behavioural testing
On-boarding/induction: process of helping new employees become a productive member of an organisation
Job Analysis:
A job analysis is a systematical process where information regarding a job vacancy, specifically its duties and responsibilities as well as the knowledge, skills and abilities required, are collected to formulate a job description and job specification tailored to the organisation’s specific needs.
Job Description:
The objective of a job description is to effectively “increase individual and organisational effectiveness” by aligning the daily duties and responsibilities of an employee with the overall mission, vision and value statement of the organisation (paraphrased).
Definition:
The process of sourcing and screening potential candidates that shares similar values and beliefs aligned with the organisation along with the desired knowledge, skills and experience to competently fulfil the defined job descriptions and specifications.
Note: Brief overview of the function
Objective: “Recruitment is the process of attracting, screening, and selecting employees for an organization.”
Stages of recruitment: job analysis, sourcing, screening and selection, and on-boarding
Job analysis: involves determining the different aspect of a job through job description and job specification
Job description: job role within an organisation and lists the main tasks and responsibilities
Job specification: highlights the characteristics a candidate needs for a post and the desired qualities
Sourcing: Attracting or identifying candidates internally or externally through advertisement (i.e. recruitment agencies, institutions, internet…etc)
Screening and selection: assessing potential candidates, specifically, relevant skills, knowledge, aptitude, qualifications, and educational or job-related experience. Screening can be achieved by evaluating resumes and job applications, interviewing, and job-related or behavioural testing
On-boarding/induction: process of helping new employees become a productive member of an organisation
Job Analysis:
A job analysis is a systematical process where information regarding a job vacancy, specifically its duties and responsibilities as well as the knowledge, skills and abilities required, are collected to formulate a job description and job specification tailored to the organisation’s specific needs.
Job Description:
The objective of a job description is to effectively “increase individual and organisational effectiveness” by aligning the daily duties and responsibilities of an employee with the overall mission, vision and value statement of the organisation (paraphrased).