Recruitment and Selection Processes
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This assignment delves into the crucial processes of recruitment and selection within organizations. It emphasizes the significance of selecting employees with appropriate qualifications for optimal organizational performance. The text discusses various aspects of these processes, highlighting their interconnected nature and the challenges involved in differentiating between them.
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RECRUITMENT AND
SELECTION IN
BUSINESS
SELECTION IN
BUSINESS
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Table of Contents
INTRODUCTION................................................................................................................................3
P 1 Identify how two organisations plan recruitment using internal and external sources..............3
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities...........................................................................................................................................4
P 3 Prepare the documents used in selection and recruitment activities..........................................5
P 4 Plan to take part in a selection interview...................................................................................7
P 5 Take part in a selection interview...............................................................................................7
CONCLUSION...................................................................................................................................9
REFERENCES ..................................................................................................................................10
INTRODUCTION................................................................................................................................3
P 1 Identify how two organisations plan recruitment using internal and external sources..............3
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities...........................................................................................................................................4
P 3 Prepare the documents used in selection and recruitment activities..........................................5
P 4 Plan to take part in a selection interview...................................................................................7
P 5 Take part in a selection interview...............................................................................................7
CONCLUSION...................................................................................................................................9
REFERENCES ..................................................................................................................................10
INTRODUCTION
Every organisation it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this For every organisation it is important to have a right person on a
right job. Shortage of skills and the use of new technology are putting considerable pressure on how
employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic
analysis of Recruitment and Selection procedure. this report is been prepared to put a light on
Recruitment and Selection process. This includes Meaning and Definition of Recruitment and
Selection, Need and Purpose of For every organisation it is important to have a right person on a
right job. Evaluation of Selection Process, which includes steps of Selection, Approaches to
Selection, Scientific Selection Policy, Selection in Companies and problems.
P 1 Identify how two organisations plan recruitment using internal and external sources.
Identifying how two businesses plan recruitment using both internal and external sources.
The businesses I will be using are Tesco's and B&Q.
Tesco follows recruitment structure discussed below:-
Workforce planning :-This is when the future of a business gets analysed in terms of
people. Employees may leave the business for any reasons, or people may move roles which will
make space for vacancies Hunter, and et.al., 2017).
The Planning Process:- This is when Tesco carry our yearly planning. There are also
quarterly reviews that take place in May, August and November. This is to ensure Tesco have
enough time to prepare and meet the demands for new staff and it allows Tesco to meet their
strategic objectives e.g. open new stores, maintain customer service standards (Rudolph, and et.al.,
2017).
Job Descriptions and Person specification:- These documents are important and crucial
within the recruitment process, because they provide essential information.
Skills and behaviours:- Tesco want to meet their customers needs the best way they can,
which is why Tesco have an organisational structure. Tesco need to employ people who have the
right skills for each level of this structure (Almeida, and Fernando, 2017.).
Selection:- This is the process of choosing the most suitable people from those that apply
for a vacancy.
Screening:- Screening is the chance for all the employers at Tesco to look through
cautiously of all the individuals curriculum vita's.
Scottish Power follows recruitment structure discussed below:-
Every organisation it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this For every organisation it is important to have a right person on a
right job. Shortage of skills and the use of new technology are putting considerable pressure on how
employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic
analysis of Recruitment and Selection procedure. this report is been prepared to put a light on
Recruitment and Selection process. This includes Meaning and Definition of Recruitment and
Selection, Need and Purpose of For every organisation it is important to have a right person on a
right job. Evaluation of Selection Process, which includes steps of Selection, Approaches to
Selection, Scientific Selection Policy, Selection in Companies and problems.
P 1 Identify how two organisations plan recruitment using internal and external sources.
Identifying how two businesses plan recruitment using both internal and external sources.
The businesses I will be using are Tesco's and B&Q.
Tesco follows recruitment structure discussed below:-
Workforce planning :-This is when the future of a business gets analysed in terms of
people. Employees may leave the business for any reasons, or people may move roles which will
make space for vacancies Hunter, and et.al., 2017).
The Planning Process:- This is when Tesco carry our yearly planning. There are also
quarterly reviews that take place in May, August and November. This is to ensure Tesco have
enough time to prepare and meet the demands for new staff and it allows Tesco to meet their
strategic objectives e.g. open new stores, maintain customer service standards (Rudolph, and et.al.,
2017).
Job Descriptions and Person specification:- These documents are important and crucial
within the recruitment process, because they provide essential information.
Skills and behaviours:- Tesco want to meet their customers needs the best way they can,
which is why Tesco have an organisational structure. Tesco need to employ people who have the
right skills for each level of this structure (Almeida, and Fernando, 2017.).
Selection:- This is the process of choosing the most suitable people from those that apply
for a vacancy.
Screening:- Screening is the chance for all the employers at Tesco to look through
cautiously of all the individuals curriculum vita's.
Scottish Power follows recruitment structure discussed below:-
Introduction:- Scottish Power need to select and recruit the most appropriate staff for their
business, which is done by using a selective process.
Career Opportunities:- Scottish Power offer a variety of different job roles to the public.
They vary from educational to non-educational jobs, which is really helpful because it appeals and
applied to more people.
Selection:- The selection process enables applicants the chance to show themselves in a
unique and different way. They can do this by making their application distinctive and standing out
from the other applicants.
Internal sources:-
The advantages of using internal recruitment is that it is cheaper for Tesco's. Also, it is easier
because they do not have to go through the effort of the whole recruitment process because they
will already have every employee's documents already. The employees with Tesco's are already
familiar with the all the procedures, which means they will require less training (Mügge, 2016).
External sources:-
The advantages of using eternal recruitment is that having a new person come into the
business will mean they are enthusiastic and will bring new ideas and something new to the
business. Compared to previous employees that may have lost their motivation, they will have loads
of motivation because they are new to the business (Rahim, 2016).
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities.
Acts of Parliament and Legislation are created in order for businesses and people to co-
operate effectively whilst adhering to specific rules that prevent discrimination, inequality and
victimisation. If legislation is not adhered to, action can be taken against those discriminating which
can result in fines or possibly prison sentencing. Legislation is created to set a fair and secure
relationship between employees and employers (Hunter, and et.al., 2017).
Equality Act 2010:- The Equality Act 2010 is legislation which enables anybody with
specific characteristics to have equal rights and protection from discrimination and victimisation.
Characteristics may include: Race, religion, sexuality, disability
European Working Time Directive:-The European Working Time Directive is legislation
which enables EU workers, the right to a minimum number of holidays per year, paid breaks, and
some sort of rest for at least 11 hours in any 24 hours (Furnham, 2017).
Employment Act 2002:-The Employment Act 2002 is legislation that is intended to provide
an incentive for employers and employees to resolve any problem through dialogue, in cases where
business, which is done by using a selective process.
Career Opportunities:- Scottish Power offer a variety of different job roles to the public.
They vary from educational to non-educational jobs, which is really helpful because it appeals and
applied to more people.
Selection:- The selection process enables applicants the chance to show themselves in a
unique and different way. They can do this by making their application distinctive and standing out
from the other applicants.
Internal sources:-
The advantages of using internal recruitment is that it is cheaper for Tesco's. Also, it is easier
because they do not have to go through the effort of the whole recruitment process because they
will already have every employee's documents already. The employees with Tesco's are already
familiar with the all the procedures, which means they will require less training (Mügge, 2016).
External sources:-
The advantages of using eternal recruitment is that having a new person come into the
business will mean they are enthusiastic and will bring new ideas and something new to the
business. Compared to previous employees that may have lost their motivation, they will have loads
of motivation because they are new to the business (Rahim, 2016).
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities.
Acts of Parliament and Legislation are created in order for businesses and people to co-
operate effectively whilst adhering to specific rules that prevent discrimination, inequality and
victimisation. If legislation is not adhered to, action can be taken against those discriminating which
can result in fines or possibly prison sentencing. Legislation is created to set a fair and secure
relationship between employees and employers (Hunter, and et.al., 2017).
Equality Act 2010:- The Equality Act 2010 is legislation which enables anybody with
specific characteristics to have equal rights and protection from discrimination and victimisation.
Characteristics may include: Race, religion, sexuality, disability
European Working Time Directive:-The European Working Time Directive is legislation
which enables EU workers, the right to a minimum number of holidays per year, paid breaks, and
some sort of rest for at least 11 hours in any 24 hours (Furnham, 2017).
Employment Act 2002:-The Employment Act 2002 is legislation that is intended to provide
an incentive for employers and employees to resolve any problem through dialogue, in cases where
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such procedures have not existed previously or have been used, and as a result of this, forestall legal
action. Within the piece of legislation itself there are two different types of procedure defined in the
Act: A standard procedure and a simple, more modified procedure (Mügge, 2016).
National Minimum Wage:-The National Minimum Wage entitles workers within the UK,
aged 16+ to a national minimum hourly wage, which is currently £3.68 for 16-17 year old workers
above school leaving age but under 18, £4.98 for 18-19 year olds, and £6.08 for workers 21years
and over. This is regardless of where they work or their job role (Blount, Butler, and Gay, 2017).
Data Protection Act 1998:-The Data Protection Act 1998 (DPA) is legislation which
ensures that the miss-use and miss-placement of data on identifiable living people does not occur. It
is the main piece of legislation that governs the protection of personal data in the UK.
P 3 Prepare the documents used in selection and recruitment activities
The selected organisation is Asda. The company is one of the world’s most well known and
valuable brand sand commands a leading market share in the world’s supermarket business. Asda
produces food and general household products and it also has a cafeteria McCafe which produces
hot drinks, sweets and snacks. The restaurant employs about 130 people. Its structure is a tall
hierarchy structure.
Person Specification
Job Title:- Sales Assistant
This candidate needs to be able to demonstrate the following core competencies to a high
level and use these to the full in their work. This is more important than having a great deal of direct
experience of the job content, and we will be looking for all the following requirements in a
candidate during the selection process, if you are short-listed.
Essential:
6.0 above GCSE in English Language
Customer relationship knowledge
Ability to find out market competitors
Good communication and written skills
Job Description
Title: Sales Assistants
Reports to: Senior Manager
Location:London Bond Street
action. Within the piece of legislation itself there are two different types of procedure defined in the
Act: A standard procedure and a simple, more modified procedure (Mügge, 2016).
National Minimum Wage:-The National Minimum Wage entitles workers within the UK,
aged 16+ to a national minimum hourly wage, which is currently £3.68 for 16-17 year old workers
above school leaving age but under 18, £4.98 for 18-19 year olds, and £6.08 for workers 21years
and over. This is regardless of where they work or their job role (Blount, Butler, and Gay, 2017).
Data Protection Act 1998:-The Data Protection Act 1998 (DPA) is legislation which
ensures that the miss-use and miss-placement of data on identifiable living people does not occur. It
is the main piece of legislation that governs the protection of personal data in the UK.
P 3 Prepare the documents used in selection and recruitment activities
The selected organisation is Asda. The company is one of the world’s most well known and
valuable brand sand commands a leading market share in the world’s supermarket business. Asda
produces food and general household products and it also has a cafeteria McCafe which produces
hot drinks, sweets and snacks. The restaurant employs about 130 people. Its structure is a tall
hierarchy structure.
Person Specification
Job Title:- Sales Assistant
This candidate needs to be able to demonstrate the following core competencies to a high
level and use these to the full in their work. This is more important than having a great deal of direct
experience of the job content, and we will be looking for all the following requirements in a
candidate during the selection process, if you are short-listed.
Essential:
6.0 above GCSE in English Language
Customer relationship knowledge
Ability to find out market competitors
Good communication and written skills
Job Description
Title: Sales Assistants
Reports to: Senior Manager
Location:London Bond Street
321-331 Oxford Street
London W1R2 1HA
Applicants must be eligible to work in the specified location.
Closing Date 30/08/2017
Salary £6.27 - £7.17 p/h
Job Summary:-
We Looking for sales person to fulfil the job vacancy for a Asda. They need to be
approachable, friendly and punctual looking to exceed in giving customers relationship and helping
with enquiries on a daily basis. They need excellent organisation and communication skills. They
will need to answer direct face to face or on a phone regular basis, and greet callers using
professional language and positivity, maintaining a high profile of knowledge.
Date: 17/08/2017
Requirements:-
3 years Working experience of sales and customer relationship
Knowledge about local geographical area
Sales Assistants duties and responsibilities:-
Sales and market work
Deliver customers complaints and maintain good relationship
Communicate efficiently and positively
Meeting with dealers and potentials customer
Manage file and documents
Job Advert
London W1R2 1HA
Applicants must be eligible to work in the specified location.
Closing Date 30/08/2017
Salary £6.27 - £7.17 p/h
Job Summary:-
We Looking for sales person to fulfil the job vacancy for a Asda. They need to be
approachable, friendly and punctual looking to exceed in giving customers relationship and helping
with enquiries on a daily basis. They need excellent organisation and communication skills. They
will need to answer direct face to face or on a phone regular basis, and greet callers using
professional language and positivity, maintaining a high profile of knowledge.
Date: 17/08/2017
Requirements:-
3 years Working experience of sales and customer relationship
Knowledge about local geographical area
Sales Assistants duties and responsibilities:-
Sales and market work
Deliver customers complaints and maintain good relationship
Communicate efficiently and positively
Meeting with dealers and potentials customer
Manage file and documents
Job Advert
P 4 Plan to take part in a selection interview
Being a HR assistant plan developed recruitment of candidates, requited people, and now
have to plenty of people to choose from begin the selection process. The selection process refers to
the select able and qualified candidate for the required post in the company. The time for all
involved in the hiring process to review resume, weight, the application, and interview the best
candidates takes away time that those individuals could spend on other activities
The Employee selection Process takes place in following order-
Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligiblity criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined how
much the candidate knows about the company. Preliminary interviews are also called screening
interviews (Furnham, 2017).
Application blanks- The candidates who clear the preliminary interview are required to fill
application blank. It contains data record of the candidates such as details about age, qualifications,
reason for leaving previous job, experience, etc (Almeida, and Fernando, 2017).
Written Tests- Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required job or not.
But such interviews consume time and money both. Moreover the competencies of the candidate
cannot be judged. Such interviews may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an honest communication
between candidate and interviewer (Marie Ryan, and Derous, 2016).
Medical test- Medical tests are conducted to ensure physical fitness of the potential
employee. It will decrease chances of employee absenteeism.
Joining Letter- A reference check is made about the candidate selected and then finally he
is appointed by giving a formal appointment letter.
P 5 Take part in a selection interview.
Through advertisement application are than the Human resource department to take part in
selection process. The human resource manager plays a significant role in selection process. The
Being a HR assistant plan developed recruitment of candidates, requited people, and now
have to plenty of people to choose from begin the selection process. The selection process refers to
the select able and qualified candidate for the required post in the company. The time for all
involved in the hiring process to review resume, weight, the application, and interview the best
candidates takes away time that those individuals could spend on other activities
The Employee selection Process takes place in following order-
Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligiblity criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined how
much the candidate knows about the company. Preliminary interviews are also called screening
interviews (Furnham, 2017).
Application blanks- The candidates who clear the preliminary interview are required to fill
application blank. It contains data record of the candidates such as details about age, qualifications,
reason for leaving previous job, experience, etc (Almeida, and Fernando, 2017).
Written Tests- Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required job or not.
But such interviews consume time and money both. Moreover the competencies of the candidate
cannot be judged. Such interviews may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an honest communication
between candidate and interviewer (Marie Ryan, and Derous, 2016).
Medical test- Medical tests are conducted to ensure physical fitness of the potential
employee. It will decrease chances of employee absenteeism.
Joining Letter- A reference check is made about the candidate selected and then finally he
is appointed by giving a formal appointment letter.
P 5 Take part in a selection interview.
Through advertisement application are than the Human resource department to take part in
selection process. The human resource manager plays a significant role in selection process. The
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selection process is consists of several sequential task (Rahim, 2016).
How the human resource department of take part in selection process is given below:-
Short listing
In most cases, once a job vacancy has been advertised and reached the close date, we will
shortlist candidates using the job description and person specification.
As soon as a decision has been reached, we will contact shortlisted applicants to arrange
interviews. Normally, you would expect to hear from us within two weeks of the close date
if you are to be interviewed.
In some cases, we will need to seek references prior to interview, in others we will only seek
these following an interview (see Job Offers below) but we require at least two references
from previous employers prior to appointing (Hunter, and et.al., 2017).
Interviews of the candidates
Interviews are normally conducted by a panel which will include the line manager, and
perhaps more senior members of a Department or School.
Candidates will often be asked to give a presentation on a relevant topic as part of the
interview, which will be explained in the invitation to interview letter.
In some cases, there may be second or even third interviews. Some interviews may need to
be conducted by telephone (Jeske, and Shultz, 2016).
In all cases, we do our best to ensure that all candidates are given fair and appropriate
opportunities to demonstrate their abilities to do the job.
Job Offers
Once the interviews are complete, we will select a preferred candidate and may issue a
conditional offer of employment - conditions may include satisfactory references, medical,
etc. When we have completed all the necessary employment checks on a preferred
candidate, we will issue a formal unconditional offer of employment and contract.
We will also ask you to take part in a pre-employment health screen process which may be
simply completing a form or may need further information to make sure you are fit to
undertake the duties of the job.
We will ask you to accept the offer by signing and returning the Statement of Particulars. If
you are, we will start the process of requesting a work permit on your behalf, although you
may still need to obtain a Visa or other permit to remain in the UK (Almeida, and Fernando,
2017).
How the human resource department of take part in selection process is given below:-
Short listing
In most cases, once a job vacancy has been advertised and reached the close date, we will
shortlist candidates using the job description and person specification.
As soon as a decision has been reached, we will contact shortlisted applicants to arrange
interviews. Normally, you would expect to hear from us within two weeks of the close date
if you are to be interviewed.
In some cases, we will need to seek references prior to interview, in others we will only seek
these following an interview (see Job Offers below) but we require at least two references
from previous employers prior to appointing (Hunter, and et.al., 2017).
Interviews of the candidates
Interviews are normally conducted by a panel which will include the line manager, and
perhaps more senior members of a Department or School.
Candidates will often be asked to give a presentation on a relevant topic as part of the
interview, which will be explained in the invitation to interview letter.
In some cases, there may be second or even third interviews. Some interviews may need to
be conducted by telephone (Jeske, and Shultz, 2016).
In all cases, we do our best to ensure that all candidates are given fair and appropriate
opportunities to demonstrate their abilities to do the job.
Job Offers
Once the interviews are complete, we will select a preferred candidate and may issue a
conditional offer of employment - conditions may include satisfactory references, medical,
etc. When we have completed all the necessary employment checks on a preferred
candidate, we will issue a formal unconditional offer of employment and contract.
We will also ask you to take part in a pre-employment health screen process which may be
simply completing a form or may need further information to make sure you are fit to
undertake the duties of the job.
We will ask you to accept the offer by signing and returning the Statement of Particulars. If
you are, we will start the process of requesting a work permit on your behalf, although you
may still need to obtain a Visa or other permit to remain in the UK (Almeida, and Fernando,
2017).
UK citizens and members of the European Union will need to have provided evidence, e.g. a
passport, of their right to work in the UK.
CONCLUSION
The employees of any organization are its life blood, without doubt. With the dawn of this
realization upon the present day business organizations, there appears to be a major shift
towards human resource management. In fact, the employees of today are encouraged to
participate in the major decisions and thus play a vital role in the management of the firm.
The performance of the organization depends on the efficiency that its employees exhibit.
Hence, it is of crucial importance that employees with the most suitable qualifications be
selected. This is where the processes of recruitment and selection come in. It is difficult to
separate one from the other.
passport, of their right to work in the UK.
CONCLUSION
The employees of any organization are its life blood, without doubt. With the dawn of this
realization upon the present day business organizations, there appears to be a major shift
towards human resource management. In fact, the employees of today are encouraged to
participate in the major decisions and thus play a vital role in the management of the firm.
The performance of the organization depends on the efficiency that its employees exhibit.
Hence, it is of crucial importance that employees with the most suitable qualifications be
selected. This is where the processes of recruitment and selection come in. It is difficult to
separate one from the other.
REFERENCES
Books and Journals
Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the information
technology and accounting occupations in regional Australia. The International Journal of Human
Resource Management. 28(6). pp.880-912.
Blount, T. A., Butler, T. and Gay, H., 2017. How Student Recruitment and Selection Can Impact
Reentry Outcomes: Lessons from the Michigan Department of Corrections and Jackson College
Journal of Prison Education and Reentry.4(1).
Derous, E. and De Fruyt, F., 2016. Developments in Recruitment and Selection Research.
International Journal of Selection and Assessment.24(1). pp.1-3.
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of the
Psychology of Recruitment, Selection and Employee Retention. p.202.
Hunter, S. T. and et.al., 2017. Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist.72(3). p.242.
Jeske, D. and Shultz, K. S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society. 30(3). pp.535-546.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection research
and practice. International Journal of Selection and Assessment.24(1). pp.54-62.
Mügge, L. M., 2016. Intersectionality, recruitment and selection: Ethnic minority candidates in
Dutch parties. Parliamentary Affairs.69(3). pp.512-530.
Rahim, S. A., 2016. Measurement of levels of satisfaction of staff about the recruitment and
selection process of Mutual Trust Bank Limited: an exploratory study. The Business & Management
Review.7(3). p.282.
Rudolph, C. W. and et.al., 2017. Considering Age Diversity in Recruitment and Selection: An
Expanded Work Lifespan View of Age Management. In The Palgrave Handbook of Age Diversity
and Work (pp. 607-638). Palgrave Macmillan UK.
Books and Journals
Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the information
technology and accounting occupations in regional Australia. The International Journal of Human
Resource Management. 28(6). pp.880-912.
Blount, T. A., Butler, T. and Gay, H., 2017. How Student Recruitment and Selection Can Impact
Reentry Outcomes: Lessons from the Michigan Department of Corrections and Jackson College
Journal of Prison Education and Reentry.4(1).
Derous, E. and De Fruyt, F., 2016. Developments in Recruitment and Selection Research.
International Journal of Selection and Assessment.24(1). pp.1-3.
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of the
Psychology of Recruitment, Selection and Employee Retention. p.202.
Hunter, S. T. and et.al., 2017. Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist.72(3). p.242.
Jeske, D. and Shultz, K. S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society. 30(3). pp.535-546.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection research
and practice. International Journal of Selection and Assessment.24(1). pp.54-62.
Mügge, L. M., 2016. Intersectionality, recruitment and selection: Ethnic minority candidates in
Dutch parties. Parliamentary Affairs.69(3). pp.512-530.
Rahim, S. A., 2016. Measurement of levels of satisfaction of staff about the recruitment and
selection process of Mutual Trust Bank Limited: an exploratory study. The Business & Management
Review.7(3). p.282.
Rudolph, C. W. and et.al., 2017. Considering Age Diversity in Recruitment and Selection: An
Expanded Work Lifespan View of Age Management. In The Palgrave Handbook of Age Diversity
and Work (pp. 607-638). Palgrave Macmillan UK.
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