assignment 2 recruitment and selection

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A well-designed recruitment and selection process allows organisations to both attract a wide pool of applicants and narrow the selection down until you’ve found the perfect candidate for every opening. 

In this post, we’ll explain the differences between recruitment and selection, explore why these two phases of the hiring process are so important and share the main steps that are involved. 

Key takeaways:

Recruitment and selection are two key parts of the hiring process that allow companies to find and attract the best talent.

Recruitment involves getting a job description in front of as many people as possible. Selection involves narrowing down the pool until you’re left with the best person for the role. 

The recruitment and selection process involves six main steps: creating a job description, advertising the role, screening candidates, conducting interviews, carrying out tests and assessments and selecting the successful candidate.

• 1 What is recruitment?
• 2 What is selection?
• 3 What is the difference between recruitment and selection?
• 4 Why optimal recruitment and selection is important
• 5 6 steps in the recruitment and selection process
• 6 How does recruitment and selection work in nonprofits?
• 7 Source, attract and hire candidates with Personio

What is recruitment?

Recruitment is the process that organisations use to source, attract and identify candidates for their open positions. The goal of recruitment is to gather as many suitable candidates for the role as possible (through as many fitting recruitment methods as possible). 

Broadly speaking, there are two types of recruitment: 

External recruitment: This is when recruiters search for candidates from outside of their organisation. They might do this by posting on job sites, using social media or posting job descriptions on their own career site. External recruitment can also involve contacting passive candidates — those who aren’t actively looking for work.

Internal recruitment : This involves looking for candidates who already work for the organisation in a different role. Many companies choose to advertise the job internally before opening up the search to external candidates. This can allow them to save money since it typically costs less to promote someone than to hire a new candidate. 

What is selection?

Selection is the process of assessing candidates’ qualities, expertise and experience to narrow down the pool of applicants until you’re left with the best person for the role. This process usually involves conducting interviews and using various tests and assessments to evaluate each candidate. 

Why does recruitment and selection matter?

An effective recruitment and selection process allows companies to source, attract and identify the best candidates for every open role. This can help to reduce attrition, increase productivity and even improve the company’s bottom line. 

What is the difference between recruitment and selection?

Recruitment and selection are two different stages in the hiring process. Recruitment involves getting the job description in front of as many potential candidates as possible.

Selection is about narrowing down the pool of applicants until you’re left with the strongest candidate. Here are some of the main differences between recruitment and selection: 

Why optimal recruitment and selection is important

Here are four reasons why an optimal recruitment and selection process is key to an organisation’s success: 

1. Allows you to attract the best talent

An effective recruitment process connects you with top candidates. This is particularly important when you remember that around 70% of the workforce is made up of passive candidates, who probably wouldn’t come across your job openings without active engagement from your recruitment team. 

And it’s not just about finding the right candidates: a 2019 study found that almost half of jobseekers in high-demand industries had turned down a job offer because of a poor recruitment experience. A solid recruitment and selection process can help convince top candidates that you’re the right company for them. 

2. Reduces turnover and absenteeism

When it’s done right, a strong recruitment and selection process can improve employee engagement, reduce absenteeism and even increase retention. After all, when you find the right person for a role, there’s a much better chance that they’ll perform to the best of their ability and stick around for the long term (especially if you have great employee induction practices in place). 

3. Saves your organisation money

Leaving a role sitting empty for too long can be a big drain on a company’s finances. But according to a 2017 Harris Poll, the average cost of a bad hire is almost £15,000 . This means that both recruitment (which allows companies to find candidates for each open position) and selection (which ensures they choose the right candidate) help companies to save money in the long run. 

4. Creates a level playing field

By formalising the recruitment and selection process, you can ensure that it doesn’t leave room for unconscious bias on the part of hiring managers. This gives everyone with the right skills and experience the same opportunity to land a role, regardless of their background.

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6 steps in the recruitment and selection process

The recruitment and selection process can be broken down into six key steps: 

1. Create meaningful job descriptions

The first step in the process is to put together a clear and detailed job description for each role. This is the candidate’s first introduction to the role — and often to your organisation — so it’s important to get it right.

To ensure that you only receive applications from candidates with the right skills and experience, make sure your job description is as clear as possible about your requirements for the role.

2. Advertise postings in the right places

Next, you’ll need to publish your job description . For generalist roles, you could post it on general job sites, social media platforms like LinkedIn and your company careers site. For more specialist roles, you might want to investigate more specialised job boards.

If you want to advertise the position internally, you could also publish your job description in your employee newsletter, send it out by email or even post it on a physical notice board. 

3. Screen resumes thoroughly

Next, you’ll begin screening candidates against the requirements of the role so you can eliminate those who aren’t suitable. Many companies use blind screening to assess candidates at this stage.

This is when you view CVs or applications with identifying information removed so that characteristics like the candidate’s race, age, gender or socioeconomic background don’t affect your decisions. 

4. Schedule, host and evaluate interviews

When you have narrowed down your initial pool of applicants, the next stage is usually to interview the strongest ones. An interview is an opportunity to meet the candidates and get a better understanding of their capabilities. It also allows you to determine whether they’re a good fit for your company culture .

Depending on the seniority of the position, you might conduct several rounds of interviews with various stakeholders, eliminating the weakest candidates after each round.

5. Run various tests and assessments

Next, you’ll need to determine whether the remaining candidates have the right skills and qualities for the role. Depending on the nature of the role, you might decide to use: 

Personality tests: These are designed to test a candidate’s soft skills and determine how they will behave in certain situations. 

Knowledge tests: These present candidates with specific situations or questions that assess their expertise, training and experience. 

Psychometric tests: These are designed to assess candidates’ intelligence, and usually involve solving problems within a time limit. 

Technical skills assessments: These provide an objective assessment of candidates’ technical skills, making it easy to compare one candidate to another. 

6. Select and hire your ideal candidate

The final stage is to review the candidates based on the results of their interviews and any tests or assessments they have completed. This allows you to hone down your pool until you have the best person for the job. 

At this stage, you can extend a job offer to your chosen candidate. If they accept it, you’ll sign an employment contract together and they’ll begin working for you after they’ve completed their notice period in their current role. 

Now, you can begin onboarding. Don't forget to build and run a process that keeps in mind the big-picture (like access to the right technology) with the smaller nuances (like sending an automated introduction email ).

How does recruitment and selection work in nonprofits?

Finding the right people to turn your nonprofit’s mission into reality is often one of the most difficult parts of being a nonprofit organisation, especially with the limited budgets that many tend to have to contend with. 

Because of that, nonprofits must have a recruiting system in place that makes it easy to monitor each applicant’s progress and for key stakeholders and interviewees to be able to access the information they need quickly and easily. 

Nonprofits also need to be able to track which recruitment channels are performing best, so that they can adjust their spend accordingly to the job advertisement sites that are going to give the best return on investment for their already limited budgets.

Once a nonprofit has recruited a pool of applicants, selection involves the decision-making needed to narrow down that pool and find the applicants that are both the most invested in your mission and likely to bring the most impact with their skills. Even if applicants are ultimately not hired, it is worth keeping a talent pool for volunteering or future roles.

In a nonprofit, this process may also require additional screening such as police clearance, checking that they have adequate child protection training and similar checks that will ensure the people you are helping are protected. Find out how Personio supports nonprofits here .

Source, attract and hire candidates with Personio

Recruiting and assessing candidates is a complex process that involves many different stages. Thankfully, you don’t have to manage it alone. 

With Personio, you can create, publish and manage job descriptions effortlessly, and increase your reach by posting jobs across 15+ free job boards in just a few clicks. You can also easily create tailored careers pages to show off your employer brand, and manage everything from a convenient recruitment dashboard. 

Plus, our applicant tracking system (ATS) lets you keep track of every application from every channel in one place, and save time by automating key parts of the recruitment and selection process. 

Want to learn more? Book a free demo to see Personio in action. 

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Unit 8 Recruitment, Selection & Employment – Assignment 2.

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Unit 8: Recruitment and Selection - Assignment 1 and 2

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23 March 2024

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Unit 8: Recruitment and Selection - Assignment 2(Distinction Example)

Unit 8: Recruitment and Selection - Assignment 1 (Distinction Example)

This contains distinction examples for both assignment 1 and assignment 2 for Unit 8: Recruitment and Selection.

The documents covers the following criteria:

Assignment 1 Criteria covered: A.P1: Explain how a large business recruits and selects giving reasons for their processes. A.P2: Explain how and why a business adheres to recruitment processes which are ethical and comply with current employment law. A.M1: Analyse the different recruitment methods used in a selected business. A.D1: Evaluate the recruitment processes used and how they contribute to the success of the selected busines**s.

Assignment 2 B.P3 Prepare appropriate documentation for use in selection and recruitment activities. B.P4 Participate in the selection interviews, as an interviewer and interviewee. C.P5 Complete a SWOT analysis on your performance in the interviewing activities. C.P6 Prepare a personal skills development plan for future interview situations. B.M2 In recruitment interviews, demonstrate analytical responses and questioning to allow assessment of skills and knowledge. C.M3 Analyse the results of the process and how your skills development will contribute to your future success. B.D2 Evaluate how well the documents prepared and participation in the interview activities supported the process for a job offer. C.D3 Evaluate how well the recruitment and selection process complied with best practice, drawing reasoned conclusions as to how it will support your future career.

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Recruitment and Selection Assignment

Assignment 2 Recruitment And Selection

Show More Assignment no.2- Recruitment and Selection Submitted by : Content (a) Job advertisement (b) Selecting and evaluating candidates (c) 3 sources of information you need to collect about the applicants received for the advertised job (d) mechanism (model/framework/matrix) to compare candidates so that you can make the best selection decision. (e) letter of offer of employment to the chosen candidate E- recruitment process have been devised for the recruitment and selection process , because its cost effective and can reach to more number of applicant in a short span of time . Moreover , according to (Rudman) requirement of age,sex should not be incorporated in the advertisement , and therefore the same has been done …show more content… Ans.b) Selecting and Evaluating the candidate for the purpose of Senior Account Manager : Stage 1: online application Teamwork application question What accomplishment you achieved as a responsibility in recruitment ? Leadership application question Describe a time and the outcome when you have encountered an issue and implemented your skills to overcome this. Career choice application questions What qualities are suitable which enables you to take the career with seek ? How previous experience of yours can help you to excel in this position ? Stage 2: Interview Portfolio Manager is going to conduct the first interview which may cover education qualification and work experience, the motivational factor to join the company and the relevant competencies which can drive the career goal of the candidate. This interview would provide the opportunity to know about the requirements and the knowledge expectation from the candidate. (http://smallbusiness.chron.com/manager-evaluation-criteria-65913.html, n.d.) Ans.c ) Source of Information What the information will provide Validity Reliability Why would you want this …show more content… The attached draft individual employment agreement contains your proposed terms and conditions of employment. You can discuss this offer of employment and the proposed employment agreement and seek advice from your family, union, lawyer, or someone else you trust. If you would like information about your employment rights, see www.employment.govt.nz or phone the Ministry of Business, Innovation and Employment’s free information line on 0800 20 90 20. If there is anything in this offer of employment that you are unclear about, disagree with, don’t understand and want to discuss, please contact me. Acceptance of employment offer If you agree with the proposed terms and want to accept this offer of employment, please sign [both] a copy of this letter [and the employment agreement] and return [it or them] to me by 15th Oct 2016. If I don’t receive a signed copy of this letter [and employment agreement] by [5pm] on that date, this offer will be automatically withdrawn and you will not be able to accept

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The Case for Recruitment and Selection.

I believe that organizations often find it far easier to allocate additional resources towards the departments that they see as successful/beneficial to making a profit. Often times HR is seen as the one department that is simply there because they have to be there, and many don’t see how much of a role it plays in making/selling a good. Thus, they choose to sink money into the departments like R&D, marketing, and others who bring the organization a profit in the long run and have something to show for their efforts each time.

These organizations often don’t pay attention to the people within them and what they truly are bringing to the operations, without this focus often times the true skills and contribution and employee could be bringing to the job get overlooked and passed by, ultimately leading to more money spent or more money being dumped into these apartments to fuel that success.

Companies want to see the success that comes from their money, but often do not like to dig deep enough to find the root of that success in the people who work for them, and so they choose to push money into departments they believe are bringing them the profit and ignore recruitment and selection as to them, that is simply an endless void taking and “wasting money” with no quick/visible return.

Organizations that choose to shift funds away from recruitment and selection most likely do see some boost in their overall output of product or materials, as with the additional funds they are able to  increase their capacities, buy new equipment and machinery and invest those funds into newer or improved methods of production, marketing, or research. However even with these improvements these departments will lack the proper individuals trained or experienced with such machinery or technology, spending more money on recruitment can allow organizations to properly bring in people who are specialized within a specific field, or experienced and trained in how to use a certain machine, or execute processes like Six Sigma, etc.

I think that this is a good dividing point between more conservative “old school” manufacturing companies versus newer technology companies. Many tech companies value personnel more than the factories that I started my career in in the Midwest. When I moved to California, I sensed a definitive shift in the strategy in using personnel. There seemed to be a larger emphasis on valuing the individual and their contributions to the organization where in the Midwest, there was an emphasis on the work and the individual was always replaceable.

You make a good point about R&D. I agree that companies often prioritize seeing returns on their investments, but HR is an area that tends to be overlooked and doesn’t get the resources it needs. I personally have seen this in some companies I have worked for. Investing in areas like recruitment and selection could lead to better fits and longer retention rates. Investments in compensation and job design would be more beneficial, as they help attract high-performing employees and ensure clarity about job expectations.

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Unit 8 Recruitment and Selection- Assignment 2

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Odisha SSC CGL Recruitment 2024: Registration Begins at ossc.gov.in For 586 Vacancies

Published By : Sukanya Nandy

Trending Desk

Last Updated: April 07, 2024, 12:58 IST

New Delhi, India

This recruitment drive aims to fill a total of 586 vacancies encompassing roles such as inspector, auditor, junior assistant, and numerous other positions (Representative image)

Odisha SSC CGL 2024: As per the official notice, candidates have until May 2 to complete the registration process, with the submission of application forms required by May 5

The Odisha Staff Selection Commission (OSSC) commenced the registration process for the Combined Graduate Level (CGL) recruitment examination 2024 for various Group B and Group C posts on April 5. Interested and eligible candidates may complete the OSSC CGL application form by accessing the official website, ossc.gov.in.

As per the official notice, candidates have until May 2 to complete the registration process, with the submission of application forms required by May 5. Meanwhile, candidates have the chance to make corrections to their application forms from April 5 to May 17 through the official website. Furthermore, the SSC CGL 2024 preliminary examinations are tentatively slated to take place between July and September.

Odisha SSC CGL 2024: Vacancy Details

This recruitment drive aims to fill a total of 586 vacancies encompassing roles such as inspector, auditor, junior assistant, and numerous other positions.

Inspector of Endowments: 21 posts

Assistant CT and GST Officer: 61 posts

Auditor: 9 posts

Inspector of Cooperative Societies: 15 posts

Junior Assistant (HOD): 11 posts

Junior Assistant (District Offices Under the Department of Water Resources): 469 posts

Odisha SSC CGL 2024: Eligibility Criteria

Age Limit: Applicants must ensure that their age falls within the range of 21 to 38 years as of January 1, 2024. Additionally, age relaxation criteria are applicable for candidates belonging to reserved categories.

Education Qualification:

— Candidates must have graduated from a recognized university. They should also possess basic computer skills, including proficiency in using computer, internet, email, word processing, data analysis, and presentation software, or

— Candidates must have completed the middle school examination with Odia as a language subject, or

— Candidates must have cleared the higher secondary certificate (HSC) exam with Odia as the medium of examination in non-language subjects to qualify, or

— Candidates should have completed the final exam of class 7 or above from a school or educational institution recognized by the Odisha government with Odia as a language subject.

— Candidates must have passed a test in Odia at the middle English school standard, conducted by the School and Mass Education Department of the Government of Odisha.

Odisha SSC CGL 2024: How to Apply?

Step 1: Go to the official website at ossc.gov.in.

Step 2: Click on the option: “Apply Online”

Step 3: A new window will be opened where you have to fill out all the required details and complete the registration process.

Step 4: Upload the required documents as per the guidelines.

Step 5: Submit and pay the fees. Download and keep a printout for future reference.

Odisha SSC CGL 2024: Selection Process

The OSSC CGL selection process consists of four stages. The first stage includes the prelims exam succeeded by the mains exam in the second stage. The third stage involves a computer skill test, followed by document verification.

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