HRMT20024 - Recruitment & Selection: HRM Trends Article Review

This presentation provides a review of two articles related to recruitment and selection within the context of Human Resource Management (HRM) trends. The first article emphasizes fair and unbiased assessment of applicants, preserving the company's image, and the importance of equal opportunity. It uses questionnaires and telephone surveys to gather data, highlighting the need for maintaining staff records and eliminating spurious recruitment practices. The second article examines employee satisfaction with existing recruitment policies, focusing on different stages of the selection procedure. It uses questionnaires distributed among employees of Australian companies, emphasizing the importance of job analysis, search engine optimization, and long-term assessment, while cautioning against stereotyping and subjective evaluation. The presentation concludes that both articles underscore the significance of fair and unbiased recruitment practices, skills-based selection, and the role of HRM in organizational growth and development, while also touching on the importance of long-term assessment in recruitment processes.

Creating Recruitment
Materials
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Article 1
Phillips, J. M., & Gully, S. M. (2017). Global recruiting. The Wiley Blackwell Handbook of the
Psychology of Recruitment, Selection and Employee Retention, 29-52.
Article 2
Singletary, F. (2014). Creating Good Participant Recruitment Materials: Considerations and lessons
learned for successful recruitment. CREd Library, 2(1).
Other References:
Breaugh, J. A. (2017). The Contribution of Job Analysis to Recruitment. The Wiley Blackwell
Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12-28.
Corstjens, J., Lievens, F., & Krumm, S. (2017). Situational Judgement Tests for Selection. The Wiley
Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 226-
246.
Miles, A., & Sadler-Smith, E. (2014). “With recruitment I always feel I need to listen to my gut”: the
role of intuition in employee selection. Personnel Review, 43(4), 606-627.
Nikolaou, I. (2014). Social networking web sites in job search and employee
recruitment. International Journal of Selection and Assessment, 22(2), 179-189.
References of Articles

Objective
 Fair assessment in relation to all the applicants
 Unbiased selection irrespective of sex, caste and colour
 Image of the company should be preserved
Method
 Primary method of data collection
 Questionnaire was distributed and close ended questions were
asked to employees during interview
 Telephone surveys were also made use of in order to carry out
the research
Article 1: Recruitment

 Findings and Discussion
 There should be equal opportunity for everyone
 Maintenance of staff record is important for selection
 The spurious ways in relation to recruitment should be done
away with
Conclusion:
 Human resource management plays an important role
 Candidates should be selected on the basis of their skills and
expertise
Article 1

 Objective:
 To study the satisfactory level of the employees along with
that of the recruitment policy that is existing
 To study the different stages of the selection procedure
 To suggest the right kind of measure that will help in
improving the process of recruitment and selection
Method :
 Questionnaires distributed among three reputed company of
Australia
 Sampling done and 150 employees were short-listed who were
asked important questions
Article 2: Selection In
Organization

 Findings and Discussion
 Job analysis can prove to be of extensive help
 Search Engine Optimization was important in the modern world
 Subjective evaluation should be avoided
 Long-term assessment is important for the candidates
 Conclusion
 Stereotyping proves to be detrimental for the prestige of the
company
 Decision should be fair even for the rejected candidates
 Ability test prove to be incapable of evaluating correctly
Article 2

 Relationship between the articles
 The articles showed that the recruitment of the employees
should be fair and completely unbiased
 The selection of the candidate should be based on the basis of
skills, knowledge and experience
 Contribution to the topic
 Long term Assessment is of great importance in relation to
recruitment
 Human Resource Management paves the path for the growth
and development of an organization
Contribution of articles to the
topic