Recruitment. In this assignment we shall discuss the role of recruitment and selection criteria in the new millennium and the suggested methods that could be adopted for this.

RECRUITMENT STRUCTURE: -

The recruiting process will be more structured than it is now.  Employers will be generally more able to be selective.  There are many issues, which will influence the process. Large numbers of potential employees, employment legislation, new technology, employer liability, and organizational ‘downsizing’ are a few of these influences. Stopping with one employer for life is no longer an option for most people, and fixed term contracts are becoming the norm. The average worker will have many jobs and will change careers several times during their working life.  Job search is no longer a single or rare event in life; it has become an outgoing career process

JOB ADVERTISING: -

 Advertising allows the employer to reach a wider audience. The choice of advertising media depends on the requirement for the advert to reach a particular audience and, crucially, the advertising budget. Once you have a vacancy to fill, you must decide what is the best way to let people know about it. The following are some methods of advertising that are made for vacancies

1. Company notice boards
2. Local/national newspaper,
3. Recruitment agencies,
4. Internet sites.

One of the crucial modes of advertising in the coming time is online advertising. It will play an important role in the process of recruitment as online advertising has tremendous communications power.

· Online Advertising dramatically increases advertisement awareness after only one exposure.

· Online Advertising has the potential to increase application.

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A culture fit tool has the potential to make job seekers more savvy while also providing a smaller, "better fitting" applicant pool for organizations.

INFORMAL RECRUITING: -

This refers to the filling of job vacancies from within the business-where existing employees are selected rather than employing someone from outside. These applicants are likely to stay longer and may be more suitable than recruits obtained by advertising. At senior levels the informal method known as ‘headhunting’. It will give employees greater opportunity to advance their careers in the business, also, it might help to retain staff that might otherwise leave, and it may lead to short induction period, which will directly save time and money.

FORMAL RECRUITING: -

Equal opportunity demands equal access. This can only be achieved through public and open recruitment. The likelihood of attracting 'suitable' applicants depends on the detail and specificity of the recruitment advertisement or literature. Key factors such as salary, job title, career and travel opportunities obviously influence response rates. It has to be remembered that employers do not want to be swamped with large numbers of applications from unsuitable people. A wider audience can be reached which increases the chance that the business will be able to recruit the skills it needs. It goes into further detail such as: quality of agency recruiters, comparison of different media channels, and cultural variation in recruitment practice.

MANAGING RESPONSE: -

Making a shortlist: -

The selection committee can assess either written applications or search firm profiles to make a shortlist of suitable candidates to be interviewed for the position.  to list those who will and will not be interviewed can be used.

Written applications: -

The selection committee should assess candidates' written applications to make a shortlist. Each candidate's application should address the selection criteria by providing evidence of their work experience, achievements and qualifications.

Search firm profiles: -

If they are to use a search firm for senior appointments, they will normally conduct preliminary interviews with candidates and provide you with a shortlist for interview. They will also provide a profile of each candidate, outlining their strengths and weaknesses in relation to the selection criteria. It is then up to the selection committee to assess this information and to determine which candidates will move to the next phase of the selection process.

SELECTION: -

After a successful recruitment process company will have a good number of applicants from people who are some how qualified for the vacancy. So, the next job is to select the most suitable candidates for this purpose.

The process of choosing candidates from number of applicants is called Selection. It is also to be remembered by both the employer and employee that the decisions are being made on the mutually agreed expectations during selection forms part of a Psychological contract.

The aim of selection process is to be fair and thorough. The selection process will be seen as a two-way process – it will be a chance to assess whether company is right for applicant as well as whether applicant is right for company.

The ultimate goal of selection is usually expressed as: -

1. Gather as much relevant information as possible,
2. Assess each candidate in order to forecast performance on the job,
3. Give information to applicants so that they can judge whether they wish to accept the offer.

PROCESS OR METHODS OF SELECTION: -

             Collecting and judging information in order to make the selection decision can be done in a number of stages. The various methods of successful selection process are: -

         

1. Short listing from information on application forms and CV`s,
2. Interview,
3. Tests,
4. Assessment centres, and
5. References.

The most common method of selection technique is the interview, which has been a subject of research for last many years.

In the coming years, assessing personalities and abilities by the use of Psychometric tests and other methods will be adopted which may help an organisation to appoint more capable and skilled workers to work for them. These methods are known as Personnel selection, which aims at selecting a single person for a post through intensive techniques rather than selecting unqualified person by the means of single interview process. Some of the upcoming selection techniques, which will be used in the new millennium, may be: -

PERSONALITY TESTS: -

 Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to    experience.

BIOGRAPHICAL DATA IN SELECTION: -

Techniques for scoring application forms or biographical questionnaires to be used for selection of applicants.

TYPES OF BIOGRAPHICAL DATA SELECTION PROCEDURES

1. Background Information/Application Blanks: -

Paper-and-pencil questionnaires, interviews, and communications with past employers in order to assess an individual's behavioural reliability, integrity, and personal adjustment

2. Empirically keyed Bio data: -

            Applicants are presented with a list of questions pertaining to such things as one's economic stability, work ethic orientation, and educational achievement. Applicants' scores are determined by weighting each item according to the item's empirically derived relationship to the criterion of interest.

c.   Rationally keyed Bio data: -

         Applicants are presented with a list of questions pertaining to such things as one's economic stability, work ethic orientation and educational achievement. Applicants' scores are determined by weighting each item according to the item's rationally derived relationship to the criterion of interest

COGNITIVE ABILITIES TESTS: -

             Paper and pencil or individualized assessment measures of an individual's general mental ability or intelligence.

These tests may be categorized as:

a. General Intelligence Tests

b. Aptitude Tests

PHYSICAL ABILITIES TESTS: -

             Tests typically test applicants on some physical requirement such as lifting strength, rope climbing, or obstacle course completion.

WORK SAMPLE TESTS: -

             Designed to have high content validity through a close relationship with the   job. Work Sample tests are based on the premise that the best predictor of future behaviour is observed behaviour under similar situations. These tests require the examinee to perform tasks that are similar to those that are performed on the job

SELF-ASSESSMENTS: -

             This technique involves applicants generating self-ratings on relevant performance over time, self-assessments can be useful to clarify job performance expectations between employees and supervisors. But, initial discrepancies in understanding of what job requirements and performance dimensions between self- and supervisor ratings cause problems in this system.

ASSESSMENT CENTERS: -                                                                                                                                                                                

An Assessment Centre consists of a standardized evaluation of behaviour based on multiple evaluations including: job-related simulations, interviews, or psychological tests. Job Simulations are used to evaluate candidates on behaviours relevant to the most critical aspects or competencies of the job.

                                              CONCLUSION

Through this assignment, and the facts and arguments given above we can conclude that the process of recruitment and selection plays an important role in the new millennium. As the process of recruitment undergoes a drastic and rapid change and the demand to hire skilled employees is also increasing to accomplish the corporate results. Recruitment of candidates via internet, e-mail and other sources help the company to select more skilled work force who is easy to train and place in the organisation. With the help of all the above mentioned methods of recruitment like

job specification, background information, determine the duties, assessing required skills and proper job advertisement .etc., any  organisation can get good applications to make selection process successful. And after the successful and planned recruitment process the next step is to select the most suitable candidate through the techniques that are studied and researched for years, which makes it easier for the employee to choose the correct person for the correct job. The methods like personality tests, biographical inventory, cognitive ability tests, self-assessments, assessment centres help to select the best candidate from the recruited one’s. These

methods which when applied properly plays an important role in accomplishing corporate results of the organisation effectively.