RECRUITMENT, SELECTION & ONBOARDING

Recruitment, Selection & Onboarding

Recruitment, Selection & Onboarding

Recruitment

The Recruitment and Selection are a technique to pick or choose among a set of candidate or candidates to the right people to fill the posts in the company, therefore, the main objective of recruitment is to have the largest number of people available, who meet the job requirements or charges to cover the organization. The recruitment, selection, and professional development of employees are tasks that can be routinely given to the human resource or personnel divisions of an organization. Human Resource executives and managers must work together to link business strategy with the talent needed to execute it (Turban, 1992).

It is imperative that the leaders of organizations, in cooperation with the human resources division, employ methods that not only recruits the best prospective candidates, but selects and develops them as they progress in their careers. Skills must be constantly upgraded, leadership qualities developed, change facilitated and a new image fostered for the public service. It calls for a new career structures that emphasize mobility integrity and professionalism and the overriding claims of merit in the recruitment, placement and promotion of public servants (Taylor, 1987).

The Selection Process

The selection process for engineers is both complicated and long. Although individuals are applying to be an industrial engineer, the application and selection process is unique to each recruitment agency, but also repetitive. Industrial engineer testing is often dependent on the needs of the skills, but tests can be given when skills cannot be polished. The first step in the process for those who desire to be an industrial engineer is to pick up an application. This must be done in person. Often an application fee is required, and the application must be returned by the deadline. After eligibility has been determined, the applicant may be notified of the written examination (Rynes, 1983).

If the applicant passes, he or she may then be notified of the next step in the hiring process. This could involve skills tests, IQ testing, background investigations, drug testing, oral interviews, and medical testing. This process can take months or years to complete and require a great amount of effort on the part of the applicant. For individuals who are searching for immediate employment or who recently graduated from college, this involved hiring process to be an industrial engineer may not even be an option and may deter prospective employees.

Testing is a long and frustrating process; private sector does not test employees so extensively (e.g. arbitrary written test, physical agility testing, drug testing, psychological testing, background checks). The process of searching for employment, traveling to various organizations to fill out applications, paying application fees, conducting follow-up visits, or placing phone calls can cost an individual in terms of time, effort, energy, and dollars. Comparatively, an organization can ensure equal costs based on personnel, materials, and time spent interviewing prospective employees (McCauley, 2006).

Recruitment Interview

It is necessary for organizations to hire talented employees who have the proper and necessary skills to ...