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Journal articles on the topic 'Recruitment and selection process'

Author: Grafiati

Published: 4 June 2021

Last updated: 27 April 2022

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1

Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.

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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

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Hancock, Cath. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 23–25. http://dx.doi.org/10.1017/s1472669600000086.

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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.

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Clayton, Alison, and Cameron McKenna. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 26–29. http://dx.doi.org/10.1017/s1472669600000098.

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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.

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G., Kanagavalli, Dr Seethalakshmi R., and Dr Sowdamini T. "A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS." Humanities & Social Sciences Reviews 7, no. 2 (2019): 01–09. http://dx.doi.org/10.18510/hssr.2019.721.

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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 subcategor

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Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.

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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 who

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SOŁEK-BOROWSKA, Celina, and Maja Wilczewska. "New technologies in the recruitment and selection process." Nowoczesne Systemy Zarządzania 13, no. 3 (2018): 219–32. http://dx.doi.org/10.37055/nsz/129504.

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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 n

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DE FRUYT, FILIP CAMIEL M. "TOWARDS AN EVIDENCE -BASED RECRUITMENT AND SELECTION PROCESS." RVGP 16, no. 16 (May 1, 2019): 8–15. http://dx.doi.org/10.47623/ivap-rvgp.16.2019.01.

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Österberg, JOHAN, EMMA Jonsson, and Anna Karin Berglund. "OFFICER RECRUITMENT – IMPROVING THE PROCESS." CONTEMPORARY MILITARY CHALLENGES, VOLUME 2018, ISSUE 20/2 (May 15, 2018): 23–35. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.20.2.1.

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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

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Parvathi, K., S. Sujitha, and Allen steve. "Online Campus Selection Process." International Journal on Cybernetics & Informatics 10, no. 2 (2021): 269–76. http://dx.doi.org/10.5121/ijci.2021.100230.

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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 excellenc

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Sutrisno, Sutrisno, Sutikno Wahyu Hidayat, Avando Bastari, and Okol Sri Suharyo. "APPLICATION OF FUZZY MULTIPLE CRITERIA DECISION MAKING (MCDM) IN SELECTION OF PROSPECTIVE EMPLOYEES." JOURNAL ASRO 10, no. 1 (2019): 10. http://dx.doi.org/10.37875/asro.v10i1.86.

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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 t

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Stepanycheva, E., and L. Yakovleva. "IMPROVING THE RECRUITMENT PROCESS OF AN INDUSTRIAL ENTERPRISE." Actual directions of scientific researches of the XXI century: theory and practice 8, no. 4 (2021): 124–40. http://dx.doi.org/10.34220/2308-8877-2021-8-4-124-140.

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Currently, the staff is the most valuable resource of any organization, so the success of its activities depends on the quality of human resources. One of the fundamental criteria for the quality of human resources is the compliance of personnel competencies (both personal and professional), the requirements of the employer and the content of labor functions implemented within the framework of the position. Such compliance is primarily achieved by organizing a competent approach to the recruitment procedure. Today, many companies seek to independently select employees, which requires certain k

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Rozario, Sophia Diana, Sitalakshmi Venkatraman, and Adil Abbas. "Challenges in Recruitment and Selection Process: An Empirical Study." Challenges 10, no. 2 (2019): 35. http://dx.doi.org/10.3390/challe10020035.

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Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficienc

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Hardini, Tri Indri, Sri Setyarini, and Sri Harto. "INDONESIAN LANGUAGE ASSISTANT PROGRAM IN AUSTRALIAN SCHOOLS: RECRUITMENT AND SELECTION PROCESS." Jurnal Cakrawala Pendidikan 38, no. 2 (2019): 330–42. http://dx.doi.org/10.21831/cp.v38i2.25083.

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This research aims to investigate the process of recruitment, selection, and implementation of the Indonesian language assistant program of the Universitas Pendidikan Indonesia (UPI) in Australian schools. The main purpose of this research is to find out the processing stages and to see strengths and weaknesses in each stage of the recruitment and selection process held at UPI. The data were collected through survey questionnaires, in-depth interviews, and documents of the Indonesian language assistants on the implementation of the program. The questionnaires and interviews were directed to th

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Bolton, J. F., R. J. Lemberger, P. Neligan, and I. Eardley. "National Selection and Recruitment in Urology: 2009." British Journal of Medical and Surgical Urology 2, no. 6 (2009): 225–32. http://dx.doi.org/10.1016/j.bjmsu.2009.08.005.

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In 2009, recruitment into higher urological training changed dramatically to a process of national selection. This article describes the process used, presents feedback from the assessors and candidates involved, and discusses possible improvements for future rounds.

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Hur-Yagba, Ayangeadoo Alphonsus. "Impact of Recruitment and Selection Process on the Performance of Public Enterprises. A Study of the Nigeria Railway Corporation." East African Journal of Business and Economics 3, no. 1 (2021): 81–97. http://dx.doi.org/10.37284/eajbe.3.1.322.

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This study examined the impact of the recruitment and selection process on the performance of employees in the Nigerian Railway Corporation. The population of the study is six hundred and fifty-six (656) staff, and a sample size of two hundred and forty-eight (248) was drawn using Taro Yamane's sample size determination technique. Survey and interview methods were used for data collection. The Ordinary Least Squares method of regression was used to analysed the data. Findings revealed that the recruitment and selection process has a significant influence on the train movement schedule of the C

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Anayochukwu, Ani V., and Grace I. Anayochukwu. "Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 1." RUDN Journal of Public Administration 8, no. 4 (2021): 375–85. http://dx.doi.org/10.22363/2312-8313-2021-8-4-375-385.

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This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundre

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Ani, Vincent A., and Grace I. Anayochukwu. "Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 2." RUDN Journal of Public Administration 9, no. 1 (2022): 42–59. http://dx.doi.org/10.22363/2312-8313-2022-9-1-42-59.

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This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundre

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Igielski, Michał. "Contemporary selection methods used by enterprises in their recruitment process." Studia i Prace WNEiZ 51 (2018): 153–64. http://dx.doi.org/10.18276/sip.2018.51/2-14.

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Karunakaran, N., and K. R. Ajith Kumar. "Seriousness and responsiveness of the myth of campus selection by management institutes and corporate." Journal of Management Research and Analysis 8, no. 4 (2021): 208–11. http://dx.doi.org/10.18231/j.jmra.2021.040.

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Recruitment is the process of identifying and attempting to attract candidates who are capable of filling vacancies existing and likely to arise appropriately. Selection is generally made from available qualified applicants who have potential to meet the organization’s needs. As such, effective sourcing and selection decides efficient recruitments.

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Glass, J., K. O’Flynn, F. MacAskill, and J. Royle. "National selection – fit for purpose?" Bulletin of the Royal College of Surgeons of England 102, no. 3 (2020): 82–85. http://dx.doi.org/10.1308/rcsbull.2020.82.

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Raveendra, P. V., Y. M. Satish, and Padmalini Singh. "Changing Landscape of Recruitment Industry: A Study on the Impact of Artificial Intelligence on Eliminating Hiring Bias from Recruitment and Selection Process." Journal of Computational and Theoretical Nanoscience 17, no. 9 (2020): 4404–7. http://dx.doi.org/10.1166/jctn.2020.9086.

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An emerging trend of implementing Artificial Intelligence (AI) technologies can be seen in such domains that were solely dominated by humans. Today, AI is utilized extensively in HR department to assist and accelerate recruitment and selection process (Martin, F.R., 2019. Employers Are Now Using Artificial Intelligence To Stop Bias In Hiring. Retrieved September 22, 2019, from analyticsindiamag. com: https://analyticsindiamag.com/employersare-using-ai-stop-bias-hiring/.). This paper attempts to present the impact of AI on recruitment and selection process, incorporation of AI in eliminating un

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Rani, M. S. Sarika. "A Study on Recruitment and Selection Process at Bloom Hospitals." International Journal for Research in Applied Science and Engineering Technology 7, no. 9 (2019): 1007–12. http://dx.doi.org/10.22214/ijraset.2019.9142.

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Muspawi, Mohamad. "MENATA STRATEGI REKRUTMEN TENAGA KERJA." Jurnal Ilmiah Universitas Batanghari Jambi 18, no. 1 (2018): 87. http://dx.doi.org/10.33087/jiubj.v18i1.436.

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Recruitment is an integral part of the management of an institution or organization. Recruitment positions are quite important, because the quality of recruitment influence the quality of the performance of institutions or organizations concerned in the future. Filippo in Justine T Sirait (2006: 56) defines recruitment as an employee or prospective withdrawal of labor and the employment search process is done carefully, so as to stimulate them to want to apply for certain positions offered by the organization. Recruitment is wise when before implementation is done plannings to meet the needs o

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Smolarek, Małgorzata, and Joanna Dzieńdziora. "Selected aspects of the selection of employees for vacancies in integration and welfare institutions." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 17, no. 4 (2016): 25–41. http://dx.doi.org/10.5604/18998658.1232686.

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In the modern world the process of recruiting employees is very important for an organisation to function properly. A properly conducted process of recruitment and selection will lead to the employment of the right person at the right post, and the benefits achieved as a result of professional selection of employees will exceed the costs incurred. The process of selecting employees should directly impact the effectiveness of its activity. The aim of the paper is to analyse the process of staff recruitment in integration and welfare institutions. The character of the paper is theoretical and em

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Yaseen, Ayesha. "Recruitment and selection process of higher education sector and its impact on organizational outcomes." International Journal of Human Resource Studies 5, no. 4 (2016): 79. http://dx.doi.org/10.5296/ijhrs.v5i4.8822.

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This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary

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Zaman, Laila. "The Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited." American Journal of Business and Management 1, no. 1 (2012): 70. http://dx.doi.org/10.11634/216796061706117.

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GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection

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Pramod, Dhanya, and S. Vijayakumar Bharathi. "Social Media Impact on the Recruitment and Selection Process in the Information Technology Industry." International Journal of Human Capital and Information Technology Professionals 7, no. 2 (2016): 36–52. http://dx.doi.org/10.4018/ijhcitp.2016040103.

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The origin of this work stems from the fact that there is a demand to see how information technology organizations are maximizing the potential role of social media in recruitment and selection. This study revealed certain convincing insights into the usage of social media in the recruitment process. A sample of 125 human resource professionals participated in the study, and using principal component analysis, this analysed the impact factors in three broad areas, namely pre recruitment screening, recruitment activities and social media benefits perceived in recruitment and selection. The stud

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Wiranto, Wiranto. "ENHANCE OUTPUT OF NATIONAL POLICIES THROUGH RECRUITMEN, SELECTION, AND COMPETENCE TO CHANGE OF NATIONAL CONDITION." IJER - INDONESIAN JOURNAL OF EDUCATIONAL REVIEW 1, no. 1 (2017): 23. http://dx.doi.org/10.21009/ijer:01.01.02.

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This study explores the effects of recruitment, selection, competence and national policies to the changing conditions in Indonesia. 530 respondents from 25 provinces or 50 regencies/cities across Indonesia participated in questionnaire pools in the study. Data were processed using path analysis technique. Results reveal that the recruitment process by political parties, the selection process by the Election Commission, and the competence of the leader, have positive correlations to the policies and the outcomes. The study highlights that without any improvements in the recruitment, selection,

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Lepistö, Lauri, and Eeva-Mari Ihantola. "Understanding the recruitment and selection processes of management accountants." Qualitative Research in Accounting & Management 15, no. 1 (2018): 104–23. http://dx.doi.org/10.1108/qram-11-2016-0080.

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Purpose This paper aims to focus on the recruitment and selection processes of management accountants to enhance the understanding of how employers form perceptions of a suitable management accountant. Design/methodology/approach The analysis is based on 17 interviews with individuals involved in the recruitment of management accountants. Empirical data were collected during the recruitment process at eight organisations. Findings The findings suggest that in the social context of recruitment, technical skills and abilities related to management accounting are increasingly perceived as “taken

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Titisari, Millenia, and Khairul Ikhwan. "Proses Rekrutmen dan Seleksi: Potensi Ketidakefektifan dan Faktornya." JMK (Jurnal Manajemen dan Kewirausahaan) 6, no. 3 (2021): 11. http://dx.doi.org/10.32503/jmk.v6i3.1848.

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Ineffectiveness in the recruitment and selection process can be detrimental to the company. Companies need to minimize the inefeectiveness that occurs in the recruitment and selection process. Meanwhile, the literature that provides empirical evidence on factors of recruitment ineffectiveness and its resolution is very diverse and not comprehensive. This study aims to provide a comprehensive picture of potential ineffectiveness in the recruitment and selection process for employess in Indonesia. A systematic study of literature is used in this study. The sample was obtained from 17 national jo

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Tatár-Kiss, Klára. "Gender Equality Provided by Active Action in Recruitment and Selection Process." Marketing & Menedzsment 55, no. 3 (2021): 49–57. http://dx.doi.org/10.15170/mm.2021.55.03.04.

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THE AIM OF THE PAPER Despite all the efforts in relation to hiring women to workplaces, parity has not yet been achieved, and the gap between women and men is even wider when leadership roles are considered. Organizations are gendered, the human resource practices are outdated and are still structured around the ideal, male worker. The main objective of this paper is to critically review the recruitment and selection process (RSP) and provide active actions as practical recommendations, which will enable organisations to hire women into the workplaces. METHODOLOGY This resear

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Nasution, Muhammad Darwis Meyandie. "Pengaruh Proses Rekrutmen dan Seleksi terhadap Kinerja Karyawan : Studi pada PT. Dian Bahari Sejati." Jurnal Riset Inspirasi Manajemen dan Kewirausahaan 3, no. 2 (2019): 85–93. http://dx.doi.org/10.35130/jrimk.v3i2.66.

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Based on the data processing hasi it is known that the selection in which the company has an influence on employee performance partially . The most dominant variable affecting the performance of employees, especially in PT. Dian Bahari Sejati is the selection , the reason for the selection of variables having the largest value of the regression coefficient when compared with variable recruitment , so that the second hypothesis can be said to be proven . Simultaneously, it is known that the process of recruitment and selection simultaneously have an influence on the performance of employees at

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Анисимова, Galina Anisimova, Дроздова, et al. "Personnel Recruitment and Selection for an Organization." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (2014): 59–62. http://dx.doi.org/10.12737/3536.

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As the shortage of competent well-trained employees is becoming more and more acute, so is the problem of recruiting and selecting appropriate personnel for organizations. Meanwhile the healthy performance of HRM service, and particularly, well-considered personnel recruitment and selection procedure, helps to slow down employee turnover, which in turn, positively influences on financial well-being and performance of an organization. Employee turnover can have several effects on the organizational performance. Dependant on the sphere of activity and jobs of permanently

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Tsareva, Natalia A., and Tatyana A. Kolpakova. "Modern methods of implementing recruitment." Laplage em Revista 6, Extra-B (2020): 261–66. http://dx.doi.org/10.24115/s2446-622020206extra-b669p.261-266.

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Active recruiting is built as a recruitment strategy using computer technology in HR management. The electronic recruiting system improves the quality of interaction between candidates and company managers. Web sites, social networks, and messengers allow building communication with a potential employee on-line. The choice of recruiting methods should be as relevant as possible and formed according to the results of the analysis of the selection funnel. Based on the conversion of the selection stages in the funnel, one can calculate how many candidates are needed to close the vacancy and ident

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Aulia, Anis Fitri. "ANALISIS PELAKSANAAN REKRUTMEN DAN SELEKSI CALON KARYAWAN BARU DI RSIA KENDANGSARI MERR SURABAYA." Medical Technology and Public Health Journal 3, no. 2 (2019): 107–19. http://dx.doi.org/10.33086/mtphj.v3i2.690.

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Recruitment and selection are the most important part in the formation of quality human resources. The effectiveness of recruitment and selection will determine the success of employee performance in the future. The aim of this study was to learn the implementation of recruitment and selection of prospective employees at RSIA Kendangsari Merr Surabaya. The method of this study is observational by using qualitative data in the form of primary data and secondary data. The results of this study found that the recruitment method in RSIA Kendangsari Merr consists of promotion, rotation, job posting

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Frączek, Adriana. "Social Media in the Employee Recruitment Process." Studia Gdańskie. Wizje i rzeczywistość XVII (June 1, 2021): 61–71. http://dx.doi.org/10.5604/01.3001.0014.9091.

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Satisfying the need for human resources in the organization, results from the employment plan. When it turns out that there is a vacancy in a particular position, either newly created or already existing, the recruitment procedure begins. A very important element in the recruitment of employees is the selection, which is understood as a series of actions taken to fill the vacant positions with suitable employees. The company can carry out the entire recruitment process on its own, by its Social Media in the Employee Recruitment Process own specialists, as well as may use the help of employment

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Manuaba, Ida Ayu Pradnyani Utami, and Gede Sri Darma. "Examining recruitment strategies and millennial employee selection." International research journal of management, IT and social sciences 8, no. 1 (2021): 110–22. http://dx.doi.org/10.21744/irjmis.v8n1.1140.

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The purpose of this study is to look for concrete forms of millennial recruitment and selection strategies. Besides, the purpose of this study is to invite the readers of this study to see what obstacles occur in the strategy of recruitment and selection of Millennial employees. This research was conducted at PT. BPR Lestari Bali. Design This study uses a qualitative approach with descriptive analysis methods. The sample used in this study is based on a purposive sampling technique, namely the determination of samples based on the suitability of certain characteristics and criteria. Data colle

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Junaid, Z. B., Muhammad Siddique, and Mariya Baig. "An Analysis Of Rater Error In Recruitment And Selection Process Of IT Organizations." Pakistan Journal of Applied Social Sciences 8, no. 1 (2018): 91–109. http://dx.doi.org/10.46568/pjass.v8i1.324.

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This paper attempts to study the extent to which rater error is prevalent in recruitment and selection process in Islamabad based Information Technology (IT) organizations. The study observed, evaluated and analyzed complete recruitment process of the 03 selected organizations to find out any conscious or unconscious activity of rater error during the selection process. The study employed qualitative research methodology in which whole selection process was monitored in person, all recruitment forms and documents were studied, unstructured interviews were conducted with the Chief Operating Off

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Hassan, Qandeel, Zulfiqar Ahmad Iqbal, Rabbia Zafar, and Tayyaba Rafique. "Problems in Recruitment." International Journal of Management Excellence 14, no. 2 (2020): 2091–94. http://dx.doi.org/10.17722/ijme.v14i2.1134.

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The success of an organization in achieving its goals depends on the quality and motivation of its employees. The relevant skills, experience, and behavioral traits of the applicants need to be scrutinized and assessed carefully. To attract top level talent one has to be intentional. There are many things which need to be considered and done in the hiring process. If not given attention at this stage they cannot be repaired later on. In hyper competitive business environments, employees are source of competitive advantage. The casual approach to recruitment and selection would be a big mistake

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Mons, Arturs, and Velga Vevere. "BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA." Acta Prosperitatis, no. 11 (April 22, 2020): 128–39. http://dx.doi.org/10.37804/1691-6077-2020-11-128-139.

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The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research que

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Adikari, Pamila Sadeeka, Dileep De Silva, Sunil De Alwis, et al. "Improving recruitment process for nurses, professions supplementary to medicine and paramedical staff." Journal of Health Technology Assessment in Midwifery 3, no. 2 (2020): 94–98. http://dx.doi.org/10.31101/jhtam.1506.

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The recruitment process of nurses, professions supplementary to medicine and paramedical staffs had been a lengthy and labourers work for the Ministry of Health and Indigenous Medical Services (MoHIMS) of Sri Lanka. The process affected the regular recruitment of mentioned staff categories. Flaws in this system contributed negatively to the country's shortage of human resources for health (HRH) as well as efforts to improve the healthcare service delivery. The aim of the study was to identify the gaps in the traditional paper-based recruitment system of the MoHIMS and to design a suitable inte

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Vaishnav, Tushar, and Levent Altinay. "The franchise partner selection process and implications for India." Worldwide Hospitality and Tourism Themes 1, no. 1 (2009): 52–65. http://dx.doi.org/10.1108/17554210910949887.

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PurposeThe purpose of this paper is to provide insights on the franchise partner recruitment process and decision‐making criteria used to select partners. It aims to investigate the process and parameters considered by franchisees in selecting potential international hotel organizations as partners. The success of such choices influences growth of the firms and consequently affecting industry and economy.Design/methodology/approachIn‐depth semi‐structured interviews with owners, directors, vice presidents and mangers of the franchisee organizations were deployed.FindingsFindings suggest that p

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Omisore, Bernard Oladosu, and Bernadette Ivhaorheme Okofu. "Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?" International Journal of Human Resource Studies 4, no. 3 (2014): 280. http://dx.doi.org/10.5296/ijhrs.v4i3.6367.

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The recruitment and selection of staff in any organization be it public or private sector is of paramount importance to the organization. This is so because it is the staff that turns the vision and mission of the organization into reality. Thus, the objectives of any organization can only be realized through the effective co-ordination of the human resource (staff) of the organization. This paper attempts an examination of the process of staff recruitment and selection in the public service of Nigeria.Five relevant research questions were raised and addressed. Descriptive statistics was used

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Adisa, Toyin Ajibade, Ellis L. C. Osabutey, Gbolahan Gbadamosi, and Chima Mordi. "The challenges of employee resourcing: the perceptions of managers in Nigeria." Career Development International 22, no. 6 (2017): 703–23. http://dx.doi.org/10.1108/cdi-01-2017-0003.

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Purpose The existing literature on the recruitment and selection process in Sub-Saharan African (SSA) context has not sufficiently revealed inherent challenges. The purpose of this paper is to examine managers’ perceptions of employee resourcing in Nigeria. Design/methodology/approach This paper uses qualitative data which were generated from the semi-structured interviews of 61 managers across the six geo-political zones of Nigeria. Findings The paper finds that in addition to the Federal Character Principle and the Quota System Policy, favouritism, ethnicity, age and gender discrimination, a

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Rahadi, Dedi Rianto, Pandu Cakranegara, and Genoveva Claudia. "Case Study of Recruitment and Selection of Employees in the Family Businesses of Tasikmalaya." International Journal of Family Business Practices 1, no. 2 (2018): 139. http://dx.doi.org/10.33021/ijfbp.v1i2.644.

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<p>Human resource planning within a company includes policies such as recruitment and selection, compensation, performance appraisal, career development, and training and development. Recruitment and selection process becomes the main factor to do professional human resources. The purpose of this research is to know how the concept of recruitment and selection model on family business in small and medium enterprise sector. The object of research is small and medium business in Tasikmalaya city in handicraft sector. The research method used qualitative and data collection through triangul

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Falaqi, Muhamad Rizal, Ahmad Fahmi Arif Ahda, and Danial Hilmi. "RECRUITMENT MANAGEMENT FOR MEMBERS OF ARABIC LEARNING IN ARABIC LANGUAGE STUDENT ASSOCIATION." Arabiyat : Jurnal Pendidikan Bahasa Arab dan Kebahasaaraban 7, no. 2 (2020): 219–34. http://dx.doi.org/10.15408/a.v7i2.15742.

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We steered this research to explore the recruitment and selection management of members based on interests applied by the selection team in the Arabic language student association. This research was a case study with a qualitative approach. The data were collected by interview, documentation, and observation. The results revealed that students who took part in the selection were classified based on their interests or skills through interviews and tests conducted by the selection team. However, the selection team experienced 2 obstacles: 1) time constraints during the selection process, 2) obst

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Clifford Tizhe Oaya, Zirra, James Ogbu, and Grace Remilekun. "Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 3, no. 3 (2017): 32–43. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2003.

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Employee performance is vital to all business enterprises in both developed and developing economies. The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming. For organization to be sustained, employees have crucial roles to play in order to ensure that organizations attain competitive advantage over the competitors across the globe. The study examined the recruitment and selection strategy on the employee performance in the real sector using descriptive survey research design. The inferential statistics used is the “

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Popović, Milica, Gabrijela Popović, and Darjan Karabašević. "Determination of the importance of evaluation criteria during the process of recruitment and selection of personnel based on the application of the SWARA method." Ekonomika 67, no. 4 (2021): 1–9. http://dx.doi.org/10.5937/ekonomika2104001p.

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Personnel selection for an organization is an extremely important process. Modern organizations strive to improve the process of recruitment and selection of personnel as much as possible, in order to provide the organization with quality personnel and thus long-term competitiveness. In addition, the evaluation criteria on which the recruitment and selection process is based is also important, as it has a large impact on the final selection of candidates. Therefore, the aim of this paper is to propose the application of multi-criteria decision-making methods for the process of determining the

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Sari, Via Anjela, Ahmad Zainuri, Rabial Kanada, and Ibrahim Ibrahim. "Manajemen Rekrutmen Guru PAI di SMK Nurul Iman Palembang (Analisis Terhadap Proses dan Materi Seleksi)." Fitrah: Journal of Islamic Education 2, no. 2 (2022): 156–69. http://dx.doi.org/10.53802/fitrah.v2i2.72.

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This study aims to analyze the management of teacher recruitment which focuses on the study process and selection material. This research was conducted at SMK Nurul Iman Palembang, as a school known for its quality in the recruitment and development of teachers. This study uses a qualitative method based on descriptive studies, with data collection techniques using observation, interviews, and documentation. Informants in this study were principals, vice principals, and teachers. The data analysis technique used is data reduction, data presentation and verification or drawing conclusions. The

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Rao, Akhila, Shailashri V. T, Molly Sanjay Chaudhuri, and Kondru Sudheer Kumar. "Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways." Think India 22, no. 2 (2019): 745–63. http://dx.doi.org/10.26643/think-india.v22i2.8878.

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The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using se

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