To what extent is there a gap between the prescriptive model of recruitment and selection and organizational practice?

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Temitope Abayomi-banjo

Student number:04097115

To what extent is there a gap between the prescriptive model of recruitment and selection and organizational practice?

        

In order to illustrate the gap between organizational practices and recruitment and selection, it is important to define and explain the two concepts.

        Recruitment is the process that occurs when the human resource department of an organization sets out to find the most suitable candidates for a vacancy that has arisen; the selection process is the appointment of the most suitable candidate from a range of applicants and applications.

        When a company decides that there is a need for recruitment the human resource department must determine the position of the job and its role so as to determine the internal and external method of recruiting.

        The internal method includes promotions and sideways appointments while the external sources includes advertising, schools and universities, internal recruitment and so on just to name a few.

        The human resource management department has to initially determine if there is a need for a new employee; define an outline of the kind of person that is required. After which it must design the most appropriate form of looking for the right candidate.

 The most widely used form of recruitment and selection is the interviewing system which is used when recruiting a large number. This system can be quite costly as it requires a lot of time and money. Thereby making it difficult to select the best recruit, and still be cost effective. From here it is possible to draw there first possible gap between organizational practice of cost minimization and recruitment and selection of the best applicant. This arises because there is a great restraint on the time and money allowable for recruitment but yet the only the best selection will suffice cause major friction practices and performance.

        The human resource department has three steps when it comes to recruiting and selecting its new employees which are planning what the job entails; using both internal and external candidates and choosing the right candidate.

In most organizations the recruitment and selection are based on the seventh-point plan and the fivefold grading system.

The seventh-point plan is what the human resource management department uses to decide on the criteria of people that they are looking for. They base their selection on the appearances, the educational qualifications, literacy, hobbies, dependence and independence, and family background.

The fivefold of grading system bases recruitment on looks, the education qualification acquired, willingness and ability to learn new things, future ambitions and ease to adapt to a new job.

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Various organizations today tend to use the competency based approach in their recruitment and selection process, Robert (1997) suggests that “the benefit of taking a competencies approach is that people can identify and isolate the key characteristics which would be used as the basics for selection, and that those characteristics will be described in terms which both can understand and agree……. The competencies therefore become a fundamental part of the selection process”.

The competency approach helps the interviewer to know the type of questions that would be asked during the interview in order to know if the person that ...

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