RECRUITMENT TECHNIQUES

Recruitment Techniques

Recruitment Techniques

Introduction

It is necessary for organizations to hire talented employees who have the proper and necessary skills to be successful in an organization. In order to hire talented employees, recruitment efforts are required. In most organizations, employment recruitment and selection procedures play a crucial role in the hiring process. The business world can be extremely competitive, and it is important for organizations to hire the right group of people in order to be successful. Therefore, it is important for organizations to choose the formal recruitment tools so that talented and skillful people will be interested in employment, in such organizations (Gilley, et al., 2002).

The success of a business ultimately relies on the employees who work there, which encourages businesses to attract and retain skilled employees. The term recruitment is commonly used, but it is not easy to define. Recruitment includes those practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employees. In a recent survey of global executives, 80% said that attracting and retaining people will be the number one force in business strategy by the end of the decade. A variety of tools is employed in recruitment and selection. One recruitment and selection tool that is extremely popular throughout organizations is the interview. An organization may use this tool to gain insight into an applicant's knowledge, skills, abilities, and personality. When organizations use the interview process, they want to predict the candidate's future job performance. During the interview, the interviewer categorizes and re-categorizes the applicant in order to see if the candidate matches the job (Gilley, et al., 2002).

Behaviorally Anchored Interview

Everyone in the company is being constantly evaluated by their bosses, peers or peers and subordinates. While most of this evaluation is informal, it would still be relevant. Serves to correct deviations from the behavior sought and / or desired and reward performance considered adequate and competent, or punish it is considered inappropriate. Informality, however, the first problem, which is the lack of consistency in terms of agreement about what is or is not adequate performance, lower or higher. To be informal and unsystematic system and how it is evaluated, the bases and settlements can follow guidelines and criteria that are not in the best interests of the organization and development, but of particular individuals or groups of power within her. There will be a measurement objective and rational (Lavigna, & Hays, 2004).

The formality of the behaviorally anchored interview, while not alone ensure the rationality and progress of the candidate, seems to help in this, and is almost synonymous with modernity. It is now common to find some degree of formalization in performance evaluations at least in most medium to large organizations. Moreover, this trend is increasing also in our reality (Lavigna & Hays, 2004).

A trend that points the way toward a new vision of this activity is a change from a traditional internal focus as a managerial activity, often it even considered the responsibility of the executive ...