RECRUITMENT AND SELECTION IN THE MIDDLE EAST

HR Functions of Recruitment and Selection in the Middle East



HR Function of Recruitment and Selection in the Middle East

Human Resource: Recruitment and Selection

Recruitment, usually defined as the activities involved in the organization to attract potential employees. Internal set refers to the processes used to bring existing staff to apply for a job in the company. Outsourcing refers to the process of attracting people who are not employed by an undertaking engaged in the business. In general, however, the term "recruitment" is used to describe the set, which includes processes to identify and attract candidates for open positions, keeping the applicants are interested in the position and organization, and ultimately the transformation of the applicants on staff. Much of these series of studies suggest on which our present knowledge, considered the largest companies. Although the data show that large companies are more formal and bureaucratic in the recruitment of small businesses, it is likely that many of the conclusions that are based in large corporations are applicable to smaller companies (Whiteoak, Crawford, Mapstone, 2006, pp. 77-91).

Recruitment influences and affects the management of human resources and professional development practices used by companies. The first step in hiring is to identify potential sources of applicants. However, before the company can identify potential sources, the company should have conducted an analysis of the work, which contains information about important features, necessary staff to do the job properly. Information about such signs of the influence of the sources used to advertise positions and attract candidates. For example, companies may use different sources to attract support from the secretarial staff of the company (Routledge, Pollard, 2010, Pp. 01-25). The recruitment process, which includes the participation of candidates, is performed simultaneously with the selection process which includes an assessment of the suitability of candidates for the position. So companies need to balance the processes used to sell the company to the applicants with the process used to evaluate the fit of the applicant (Metcalfe, 2007, pp. 54-74).

Practice shows that the process of the company's human resources can affect the efficiency of the organization and therefore we can provide a competitive advantage. Recruitment is an important practice of human resource management as it affects the characteristics and quality of the applicant group, which subsequently affects the success of future management practices of human resources such as the selection, socialization and training and development. Companies that attract more and higher quality of applicants can be more selective, which can lead to improved quality and less personal, and may be training, and socialization needs.

The recruitment process of the company has an impact on other important outcomes, as well as the quality and diversity of applicants. Important results on the recruitment process, the percentage of applicants who remain in the list of candidates in the recruitment process and the percentage of applicants who subsequently accept a job offer (Yeganeh, 2008, Pp. 203-21). When planning your hiring process, companies often use a set of ...