Recruiting new labor

Recruiting New Labor

Introduction

A new candidate has to be chosen as a Store Manager for the national Auto Parts retail chain. The recruitment and selection of the new employee will require understanding of the business needs and required skills to perform the tasks. The candidate can be selected through external and internal selection. The paper comprises of the criteria for personnel selection and merits and demerits of internal and external selection.

Criteria for selecting personnel

The conventional criteria for personnel selection, firstly comprises of detail analysis of the job. This leads to the psychological attributes expected from the individual who may fill in the job. The methods of personnel selection involves selecting, attracting and evaluating those candidates who fill in these capabilities. The extent of the personnel selection methods is accessed through the validation process which results in the valid predictors of job performance, absenteeism and turnover. The stability of the staff determines the benchmark for the measurement of selecting personnel program. The computability of the staff determines how well the staff will get along each other. Prior to calling the candidates for the final interview, they are evaluated and any test taken is analyzed and reviewed (Robertson & Smith, 2001). After the selection of suitable candidates, for further screening and choosing the best possible candidate for the job, the next session is the interview. Interviews are conducted by the panels comprising of 2-4 people. Possible questions are already prepared beforehand to ask from the candidate. Every candidate is given a written courteous response for those who are selected and those who aren't selected. The candidates who are selected are called for the formal letter comprising of compensation, general responsibilities, time commitment, start and stop dates and other things like benefits. The new selected candidate, of required will be given training ...