Recruitment and Selection Strategies Recommendations

Recruitment and Selection Strategies Recommendations

Shavony Bazell

HRM/531

February 18, 2015

Mr. Richard Sims

Recruitment and Selection Strategies Recommendations

        Steve Jobs once said, "The secret of my success is that we have gone to exceptional lengths to hire the best people in the world."  Employees are one of the most valuable assets any organization will have; employing the right individuals can make or break everything an organization worked so hard to make. Having recruitment and selection strategies are vital to ensure you are hiring the best fit individuals for the position and business.

Recruitment is the process of attracting individuals, timely, with appropriate qualifications and encouraging them to apply for a job within your organization (Cascio, 2013). Recruitment for your organization should attract a pool of suitable candidates for whatever vacancies you have. Advertising is important when trying to find qualified individuals. Your HR department has many options for advertising including: internal advertisements, external advertisements, and using recruiting agencies. The second step in the recruitment process is the way your organization elects to receive information from interested individuals. Atwood recommends e- recruiting for your business, e-recruitment allows Landslide to have online applications and online assessments this is a cost efficient way to recruit and the best way to attract the most people possible. There are even sites where you can create a profile for your business to advertise positions and provide individuals the opportunity to apply. If you ever question whether your advertisements are attracting the best people you can come up with a Yield Ratio, this allows you to see how many of the applicants from a recruitment source are making it into the next stage of the selection process (Cascio, 2013). For example if you receive 100 resumes and 70 are found acceptable that gives you a 70% yield.

The next phase in the recruiting and selection process is the initial screening. Once an individual has applied and his or her resume has been accepted you do not just hire that individual. It is important to screen perspective employees to ensure they are the best fit for the position. The initial screening for landslide should be an online test to measure the individual’s basic knowledge as well as their personalities to see how well they would fit in with the culture of the organization.  Once you have a pool of appropriate candidates you want to then begin interviews. The interviewing process allows your organization to get to know the candidate at a deeper level. There are two types of interviews, structured and unstructured, landslide should focus on structured because they make it easier to objectively compare and each person is answering the same set of questions (Cascio, 2013). After you have narrowed your options down you want to perform reference checks this gives you the opportunity to make sure their experience and qualifications they provided to you are factual.