Recruitment and Selection: Planning, Branding, Evaluation and Screening Methods

RUNNING HEAD: Recruitment and Selection
Recruitment and Selection

Recruitment and Selection 1
Contents
Introduction......................................................................................................................................2
Job Performance..............................................................................................................................2
Human Resources/ Workforce Planning.........................................................................................3
Branding..........................................................................................................................................3
Evaluation of Recruitment Programs...............................................................................................4
Technology in Screening Methods..................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

Recruitment and Selection 2
Introduction
The basic objective of this assignment is to learn about planning for recruitment process
screening candidates and ensuring its effectiveness. This report highlights topics regarding job
performance, workforce planning, branding, evaluation of recruitment programs and screening
methods.
Job Performance
Job performance can be defined as the assessment of an individual regarding how well they are
performing their jobs. Job performance plays an important role in recruitment and selection of
candidates as it allows making appropriate judgement regarding the performance of the candidate
in their previous profile with the help of which their capability can be judged in advance.
When the job performance of the employees is evaluated over a particular period of time, it is
known a performance appraisal. The advantages of performance appraisal system include
motivation and feedback for employees along with clarification of expectations, proper
documentation, structure and annual planning for the development of employee goals. On the
other hand, the disadvantages of performance appraisal systems include stressful workplace,
natural biases, excessive time consumption and creation of negative experiences (Entrekin &
Scott-Ladd, 2013).
The performance measurement system for a store manager will based on following points:
- Key Performance Indicators
- Balanced Scorecard
- Performance prism
- Business Excellence Model
The job dimensions or behaviors of a store manager include decision making skills, leadership
skills, time management, math and budgeting, analytical skills, etc. Management by objectives is
the best performance rating system as it will help the store manager in developing his own goal
and allows linking such goals with the objective of the organization. Job performance can be