Academic literature on the topic 'Recruitment and selection process'

Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size. Design/methodology/approach The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews. Findings Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process. Originality/value The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.

Cath Hancock, Staff Development Officer at Cardiff University, and Alison Clayton of Cameron McKenna have supplied us with two articles addressing aspects of the recruitment and selectiom process. This article from Cath Hancock concentrates on the pre-intervies process but also looks briefly at post-interview issues.

Alison Clayton and Cath Hancock have supplied us with two articles addressing aspects of the recruitment and selection process. This article from Alison Clayton, Training and Development Officer at Cameron McKenna, deals with the skills you need to be an effective interviewer.

Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization.
 Design/methodology/approach: Content analysis method is adopted to review the literature and subcategories were formed to analyze the research. Literature was collected from 40 articles of a reputed journal from 2010 to 2018.
 Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The representation of this practice is to find the best candidate for an organization. Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection.
 Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society.
 Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. This study is an attempt to analyze the expatriate factors and other factors through the content analysis method.

Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.

Dobrze przeprowadzony proces rekrutacji jest niezwykle ważny dla organizacji, pozwala na dogłębną i obiektywną weryfikację kandydatów pod kątem spełnienia oczekiwań pracodawcy i ostatecznie prowadzi do ich zatrudnienia. Głównym celem artykułu jest analiza, w jaki sposób nowe technologie wpłynęły na proces rekrutacji. Proces rekrutacji zostanie przedstawiony na dwóch przykładach: mianowicie ItutorGroup i sieci luksusowych salonów odzieżowych. Rekrutacja w grupie ITutor opierała się wyłącznie na nowych technologiach z ograniczoną ingerencją czynnika ludzkiego. Strategia rekrutacji opierała się na rekrutacji wideo. Drugie studium przypadku opisuje współpracę między agencją doradztwa personalnego a luksusową siecią sprzedaży detalicznej, mającą na celu rekrutację i zatrudnianie sprzedawców w Polsce poprzez wprowadzenie działań Big Data w mediach społecznościowych oraz proces scoutingu. Wyniki wskazują, że e-rekrutacja przekształca tradycyjny proces rekrutacji w proces niezależny od czasu, oparty na współpracy. Najważniejsze zmiany są rejestrowane, istnieje zwiększona podzielność głównych zadań rekrutacyjnych. Głównym zadaniem rekrutera staje się komunikacja z kandydatami. Z drugiej strony w niektórych projektach rekrutacyjnych nie można polegać wyłącznie na nowych technologiach. Rekrutacja w postaci bezpośrednich kontaktów z potencjalnymi kandydatami wydłużyła proces w czasie, ale pozwoliła na uzyskanie „skrojonych na miarę” kandydatów przygotowanych i sprawdzonych w miejscu pracy. Strategia rekrutacji i selekcji oparta na nowoczesnych technologiach wymaga doświadczonego i kompetentnego zespołu, dwie niewątpliwe korzyści to: ograniczenie długości procesu w czasie i możliwość obniżenia kosztów.

Povzetek Edini način, da na Švedskem postaneš častnik, je, da končaš triletni program šolanja častnikov. V postopku selekcije za program šolanja častnikov je velika razlika med številom kandidatov in številom posameznikov, ki se v resnici začnejo šolati. Ena izmed posledic tega je, da program šolanja častnikov ni bil v celoti zapolnjen že od leta 2008, zaradi česar v švedski vojski primanjkuje častnikov. Prednostna naloga je torej popolnitev švedske vojske z zadostnim številom usposobljenih častnikov, zato se mora od zdaj naprej število kandidatov za častnike povečevati. Leta 2014 se je začel projekt, katerega namen je preučiti pridobivanje kandidatov in selekcijo za program šolanja častnikov ter prepoznavati dejavnike uspešnosti in področja, na katerih so potrebne izboljšave. Dodatna ambicija tega projekta je tudi uvedba ukrepov, potrebnih za povečanje učinkovitosti pridobivanja kandidatov na podlagi rezultatov in razmerja kandidatov, ki se vključijo v program šolanja častnikov. Projekt je privedel do izvajanja drugačne strategije zaposlovanja v letih 2016 in 2017. V začetku postopka selekcije so s prijavljenimi stopili v stik kandidati, ki so že vključeni v program šolanja častnikov, povabljeni pa so bili tudi na informativni sestanek na švedski obrambni univerzi. S tistimi, ki so bili izbrani za šolanje v programu, so nato stopili v stik njihovi prihodnji poveljniki vodov in jim dali koristne informacije. Rezultati kažejo, da se je število kandidatov, ki so se vključili v program šolanja častnikov, povečalo, osip v izbirnem postopku pa je bil manjši kot kadar koli prej. Ključne besede: pridobivanje kadra, častniki, program šolanja častnikov, švedska vojska. Abstract The only way to become an officer in Sweden is to complete the three-year Officers’ Programme (OP). In the selection process for the OP, there is a large gap between the number of applicants and the number of individuals who start the programme. One consequence of this is that the OP has not been fully manned since 2008, thus leaving the Swedish Armed Forces (SAF) with a shortage of officers. Manning the SAF with sufficient officers with the right qualifications is a priority, and henceforth the number of cadets must increase. Therefore, in 2014, a project was launched with the aim of examining recruitment to and selection for the OP, as well as identifying success factors and areas of improvement. An additional ambition was to introduce measures intended to increase recruiting efficiency based on the results, and the proportion of individuals who enter the OP. The project led to the implementation of a different recruitment strategy in 2016 and 2017. Early in the selection process applicants were contacted by cadets already studying on the OP, and were invited to an information meeting at the Swedish Defence University. Those who were selected to start the OP were also contacted by their future platoon commanders, who provided useful information. The outcomes show that the numbers of cadets starting the OP increased, and the dropout rate during the selection process was lower than before. Keywords: Recruitment, Officers, Officers’ Programme, Swedish Armed Forces

The Present digital and technological era has facilitated the college campus recruitment process towards a manifestation of a vibrant shift in new systems of workforce engagements. The processes like gathering and compilation of information, filing of records, and all data related administrative work are done electronically, and therefore, paperwork is considerably diminished in the new model. Significantly, very less physical campus space is utilized for interview processes, and overall, consumes minimal time as compared with more traditional recruiting methods.And the super process excellence techniques is applied in the corporate with renewed focus on quality, even people recruiting has also been structured as a online flow system for steady results.

The recruitment process is the initial process that determines the sustainability and success of a company. In the process, effective and efficient selection tests are the key. The level of professionalism and academic ability of prospective employees are two things that are very much needed as a reference and criteria that are used as selection factors in the recruitment process. This study uses the Fuzzy Multiple Criteria Decision Making (MCDM) method by solving problems using the Simple Addictive Weighting Method (SAW). The use of this method is expected to produce an electronic selection test application that can help the recruitment team in carrying out the selection process at PT. X. The results of the research are in the form of prospective employee selection test applications to simplify the process of selecting prospective employees according to their needs. 
 Keywords: Selection Test, Application, FMCDM, SAW