Employers - The Recruitment and Selection Process

A competitive management of Human Resource Department always begins with a competitive recruitment process. Recruitment and selection process is defined as the organization's ability to source employees to improve the quality of its human capital using recruitment software. The main agent for the process is the human resource management (HRM) team. The main goals of these processes include hiring the best candidates from the job market and maintaining the competitive advantage of the organization. The HRM team should have the capacity to manage large volumes of resumes. This means that the recruitment process requires a large human resource budget. The HR recruiters must utilize the company's recruitment sources and the managers should make the right and immediate decisions during the hiring process. The quality of the process serves as the main driver for manager's satisfaction and will have a say at the bottom line of the company.

Recruitment software is one of the essential elements in the process

Human Resource Software

The recruitment process requires strong effective recruitment software solution which can be obtained from external sources and can be internally executed. Several software vendors offer a variety of software but the company must carefully opt for the software that meet the needs of the company. Recruitment software and Web 2.0 technologies along with the standard procedures can help reduce the cost and time spent for candidate selection. The ideal software solution for the recruitment process must include the complete database for the applicants, communication between the company and applicants, and the corporate design. The software solution can help simplify the entire process. Since the pre-selection process is systematic and automated, HR managers can focus their time on interviews and in candidate selection. The recruiting tools to be used must be selected based on the target audience.

Assessment of job-related qualifications and interview method in the selection process

Upon the receipt of all the resumes of the applicants, the human resource manager should review them to evaluate the basic qualifications. A candidate who does not have the required qualifications should not be considered. Job-related qualifications should not be limited to knowledge, abilities, experience, and preferred education as identified in the job description. Other qualifications such as physical and mental demands should be bona fide occupational requirements. If in case no candidate has qualified for the position and the qualifications have been modified, the currently vacant position should be re-posted. The HR manager must have consistency in the interview process, should provide equal treatment for applicants, and must avoid asking discriminatory questions. Those applicants with disabilities must be given proper accommodation upon request during the testing and interviewing process.

The HRM must score and evaluate the approved test results of applicants and should be used as one of the selection factors. The files should be kept along with other selection and application documents for three years after the date of the previous action for the position.

Employers - The Recruitment and Selection Process