Human Resource Management: Recruitment and Selection Strategies

Desklib provides past papers and solved assignments for students. This report analyzes traditional interview processes in HRM.

MANAGING HUMAN RESOURCE

Table of Contents
INTRODUCTION............................................................................................................................. 2
BODY.............................................................................................................................................. 3
TASK 1 EVALUATING THE EFFECTIVENESS OF USING TRADITIONAL INTERVIEW PROCESS TO FILL
THE VACANT POST WITH HIGH-QUALITY CANDIDATE AND ASLO CRITICALLY COMMENT ON
HOW PREDICTIVE VALIDITY OF INTERVIEW MIGHT BE INCREASED...............................................3
CONCLUSION............................................................................................................................... 10
REFERENCES.................................................................................................................................11

INTRODUCTION
Human resource management is one of the most essential and effective elements of managing
a business organization (Akhtar et al., 2014). The recruitment, selection, training, and
development are the main elements of human resource. The HR manager has the responsibility
to hire capable employees and give them proper training so that they can attain the
organizational goals successfully. Accurate training and development can be really helpful for
the organization to attain the desired goals and objectives (Alfes et al., 2012). This assignment
will be discussing the different techniques of recruitment and selection which are adopted by
the HR manager of an organization. Apart from this, the report will be discussing the different
elements which financially influence the process of recruitment and training. Selecting an
accurate employee for the right job profile can be really beneficial for the growth of the
organization (Boxall and Purcell, 2011).

BODY
TASK 1 EVALUATING THE EFFECTIVENESS OF USING TRADITIONAL
INTERVIEW PROCESS TO FILL THE VACANT POST WITH HIGH-QUALITY
CANDIDATE AND ASLO CRITICALLY COMMENT ON HOW PREDICTIVE
VALIDITY OF INTERVIEW MIGHT BE INCREASED
According to Boxall and Purcell (2011), human resource management is a systematic approach
which is helpful in managing the healthy working environment at the workplace and gaining
desired objectives of the organization successfully. The HR manager is responsible for selecting
the accurate candidate for the accurate job profile. The main elements of management like
planning, organizing, directing and controlling are followed by the HR manager to complete the
process of recruitment successfully (Armstrong and Taylor, 2014).
It has been analyzed that most of the organization choose the traditional method for hiring and
selection (Daley, 2012). The traditional method of recruitment is really helpful in hiring capable
employees for the organization. There are different ways by which the traditional method can
be adopted such as Local Employment Office Postings, Local Paper Advertisements, Temp
Agencies, and Internal Hiring. The traditional methods are the best way to describe the
essential policies of the organization. There are many advantages of the traditional method but
nowadays people are getting attracted towards the modern methods of recruitment because
they are cost effective and don’t take a lot of time (Gates and Podder, 2015). The power of
social media is enhancing day by day and companies are accepting the online recruitment
method to hire the employees.
As per the review of Gatewood et al (2015), Predictive validity is the quality measure of
individual selection tools like interviews. The interviewer or HR manager of the company has
the responsibility to design and develop the interview with high predictive validity. For this, the
HR manager must have effective skills and intelligence. Predictive validity will be helpful for the
employee and interviewer both. Designing a structured and managed interview is always good

for hiring skilled and talented employees (Gilmore, 2013). It can be said that predictive validity
is really important in the process of recruitment and selection.
It is an effective technique to measure the performance of a person. Best predictive validity
measures are adopted by the organization which is helpful in improving the honesty of the
selection process (Ingersoll and Strong, 2011). It is mainly used for predicting the future
performance of a candidate by which it can be assessed that how much efforts an individual can
do for attaining the overall goals of the organization.
The selection of a person needs to be done in a sequential manner by which the company can
recruit an accurate person for the accurate job profile (J. Hurn, 2014). The candidate must have
strong and effective resume by which the interviewer can get impressed. The shortlisted
candidates will go for the next process which is known as Face-to-Face interview. At the time of
the face-to-face interview, the candidate must behave politely. The attitude, behavior and
overall performance of the candidate will decide his selection in the company (Lawson, 2011).
According to Marlow and Dabbish (2013), every organization needs an effective working culture
and environment so that the employees can work properly. For managing the organizational
culture and work accurately the management needs to maintain the human resource in the
organization. The employees are the most valuable asset of the organization who gives their
efforts to attain the overall objectives of the organization (Martin and Sunley, 2011). The HR
manager should hire capable and skilled employees for the organization.
Wright (2018) defines that the process of recruitment and selection is really helpful in selecting
the appropriate candidate for the organization. In this process, the HR manager mainly
concentrates on hiring a capable employee who can handle the different work and pressure in
the business (Mello, 2015). HR will look at the long term objectives of the organization while
selecting a candidate. There are different strategies and plans used by the HR manager to find
the appropriate candidate for the job profile.
Stone and Stone (2013) said that HRM has an effective and essential place in the organization.
The workplace activities and team performance is managed and directed by the AHR manager

which highly impact the overall organization. HRM is really beneficial for achieving the goals
and objectives (Noe et al., 2017). A traditional interview is a process in which a person needs to
give face to face interview. There is an interviewer and an interviewee in this process who
communicate with each other. The interviewer asks a series of question to the interviewee in
order to test their knowledge and skills. The traditional interview process is helpful in knowing
the behavior and attitude of the candidate. From testing the entire aspects HR manager take
the decision to hire or not hire the candidate (Patterson et al., 2012).
According to Daley (2012), human resource department adopt different theories and
approaches in order to provide motivation to the employees. The employee needs motivation
for their performance. It will be helpful in enhancing their performance and working quality.
Motivation is an important factor which plays an essential role in improving the current skills
and abilities of the employees (Riccucci, 2017). The HR manager of the organization can use
Maslow’s Hierarchical needs theory, vrooms equity theory, Herzberg two factor theories, and
Alderfer's ERG theory in order to satisfy the needs of the employees. Use of these theories will
be really helpful in completing the motivation needs of the employees.
This assignment is focusing on analyzing the different channels of the recruitment and selection
process. In the process of recruitment, the HR manager hires fresh and capable employees by
using different methods and retention strategies (Roberts and Togno, 2011). The process of
recruitment is helpful in gaining skilled and talented employees who can be able to attain the
organizational objectives easily.
Mello (2015) the HR manager needs to plan the process of recruitment by which they can
complete the process accurately by finding a skilled candidate. First of all the company needs to
promote their hiring and recruitment with the help of the marketing department of the
organization (Schmidt, 2012). Then they need to take interviews of many candidates and select
some capable candidate who fit in the job profile. After selecting the candidate the HR manager
provides them a joining date for joining the organization. After this, the company arranges an
induction program in order to provide essential information about organizational policies and
standards to the organization. The working culture, structure, and other important aspects are

discussed in the induction process (Stone and Stone, 2013). The employee gets to know about
the company in the induction program. This will be helpful in giving knowledge about the
essential policies of the company so that the employees can follow them accurately.
The HR manager must have effective communication skills and decision-making abilities so that
he will be able to interact with the employees and coordinate with them easily (Wright, 2018).
Effective decision-making abilities will be helpful in taking the right decisions for the
organization. The fair and equal decision for every employee will be helpful in reducing the
chances of conflicts between the employees. The overall quality of the workforce can be
managed with the help of taking appropriate decisions.
According to Gates and Podder (2015), the process of selection is aimed to select the best and
capable candidate for the organization. This method is mainly focused on the performance of
the candidate and how it can be beneficial for the growth of the organization. Thus, it can be
said that the selection procedure aspires Predictive validity by improving job-related learning.
The process of selection can be done internally or externally (Wright, 2018).
The potential candidate requires finding out in the internal or external Labour market. The
hiring of candidates for low-level jobs in return from wages which remain internally is known as
the internal Labour market (Wehrmeyer, 2017). In external Labour market, the hiring of
employees done with discipline on the ability to set wages. The local, regional, international or
nation any kind of Labour market size can be selected by the HR manager according to the
structure and need of the organization.
For example- An organization wants to enhance the working capacity of the business for which
they want to hire some capable and talented employees who can manage the work properly.
The organization gave the advertisement in newspaper and magazines to aware the people
about the hiring and job profile (Ingersoll and Strong, 2011). The advertisement will be helpful
in gaining the attention of people by which the company can select a suitable candidate for the
job in different peoples.

The HR manager needs to define the job profile, organizational structure, timings, and other
essential elements on the job description. The job description is a document which is helpful in
understanding the accurate profile and other things about the job which can be helpful for the
people to come for the interviews (Akhtar et al., 2014). The nature and pattern of work are
described by job description. The HR manager selects the candidate according to their behavior,
education, skills and professional experiences of past work.
There are mainly two types of recruitment process like traditional and modern recruitment
process. In the current scenario, many companies are choosing the online recruitment process
for hiring capable candidates (Alfes et al., 2012). There are different sites are available for
online recruitment like LinkedIn, Monster.com, Naukri.com and others. This has been observed
that the Jobseekers use social networking and online sites for getting employment in a reputed
organization. This will be helpful in gaining capable candidates easily. The organization can use
the online recruitment process to select skilled and talented employees according to the job
profile and requirement of the organization (Daley, 2012).
According to Gates and Podder (2015), there are different legislation acts and laws are used by
the HR manager of the organization in order to manage the process of recruitment and
selection. Recruitment by the internal or external process will be helpful in hiring skilled
employees for the organization. There are different promotional techniques and advertisement
method has been used by the HR manager of the organization in order to attract the candidates
(Gethin-Jones, 2012).
Also, Best-fit Model of human resource management is used by the HR manager in order to
select the best employee who can fit in the job role perfectly. This model has its own
advantages and disadvantages which may impact the process of recruitment and selection
(Ingersoll and Strong, 2011). This model is helpful in searching accurate employee for the job
profile but sometimes it skips the unique and different talent in a person which can be
beneficial for the success of the organization.
Life cycle model is also used by the HR manager in order to hire the employees by following the
essential rules and policies. The life cycle model is helpful in creating flexible standards and

policies which can be helpful in gaining the attention of skilled employees. The working
environment of the company should be comfortable it will be helpful in gaining positive
response of peoples because every person wants to work in a healthy and comfortable working
environment by which they can improve their current skills and knowledge (Roberts and Togno,
2011). The HR manager needs to create effective strategies and plans in order to manage and
control unwanted activities in the workplace. The life cycle model is really helpful in managing
the process of recruitment and selection.
The effective approaches to HRM will be helpful in managing the process of hiring and
selection. The organization will be able to hire the right person for the right job profile with the
help of using different HRM approaches (Riccucci, 2017). High picking speed, good safety
records, and other terms can be improved by hiring appropriate employees for the
organization. The accurate process of hiring can be beneficial for enhancing the productivity of
the organization (Patterson et al., 2012).
According to Ingersoll and Strong (2011), at the time of induction program, the management
needs to provide accurate and real information to the employees. They should welcome and
greet them formally. They need to assure them of their health safety and security. They will be
treated equally in the organization. This will be helpful in giving them positive energy by which
they will be able to attain the organizational goals successfully.
The global business environment and situation of the economy highly impact employment
opportunities (Morgan et al., 2013). Human resource management also faces a lot of problems
and issues in conducting the process of recruitment and selection because of the changing
trends of the global business environment. Apart from this, collaboration with different nations
can be helpful in gaining more talented and skilled employees. Giving employment
opportunities to the other candidates can be beneficial for the growth of the organization
(Martin and Sunley, 2011).
There are different HRM functions which are followed by the HR manager of the organization.
The HR manager has the responsibility to provide training and development sessions to the
employees as per their needs (Lawson, 2011). Performance appraisal, rewards, monetary and

non-monetary benefits can be helpful in enhancing the job requirements of the employees. The
HR manager needs to manage regular interaction and communication with the employees so
that they can manage a healthy relationship with them. Thus, it can be said that HRM plays an
important role in the development and growth of the employees. By using appropriate HR
functions the organization can hire the capable and skilled employees successfully (Gatewood
et al., 2015).

CONCLUSION
The above essay is helpful in understanding the value of human resource management in the
organization. The different theories and concepts of HRM are useful for hiring capable
employees for the organization who will be able to handle the different types of situations of
the organization. The human resource department needs to conduct effective planning in order
to recruit the right candidate for the right job profile. There are mainly two types of the
recruitment process which can be adopted by the organization like traditional and modern
recruitment process.
The organization must have a strong financial condition to conduct an effective recruitment and
selection process. The essay concluded the different techniques of recruitment and selection.
Apart from this, the motivational theories are really helpful in providing motivation to the
employees for their work and efforts. It will be helpful in enhancing their confidence and
motivational level. Rewards and other extra benefits need to be provided by the HR manager in
order to encourage the employees. Lastly, it can be said that human resource management
plays an important role in the growth and success of an organization.

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