1.IntroductionRecruitment is the first part of the process of filling a vacancy. It includes the examination of the vacancy, the consideration of sources of suitable candidates, making contact with those candidates and attracting applications from them. It aimed at finding a pool of applicant with the abilities desired by the organization.Selection is the next stage, i.e. assessing the candidates by various means, and making a choice followed by an offer of employment. If the vacancy is additional to the present workforce, then in all probability the need for the new employee has been established and a job specification complied. The majority of vacancies, however, occur as replacements for people who have left the company or as the final event in a chain of transfers and promotions following on reorganization. In these cases consideration may be given to the following points:(a) It may be possible to fill the vacancy from within the company.(b) It may be filled by a different kind of employee, e.g. a school-leaver or a part-timer.( c) The job and personnel specifications may need to be revised.2. The Recruitment and Selection ProcessThe recruitment and selection process therefore involves looking for suitable candidate to fill up a position in the organization. It begins when you know you need someone new in the organization either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made and you have reflected on any changes that you would make in future recruitments.2.1 RecruitingThe recruiting process is aimed at finding a pool of applicants with the abilities desired by the organization. Effective recruitment requires a great deal of careful planning. An effective planning process consists of identifying job opening. Organization should attempt to identify job openings well in advance of an announced resignation or new job position that are created. This is followed by deciding how to fill up the job opening with the qualified candidates (through job analysis) within a specific time frame.A job analysis is an efficient, cost-effective way to gather useful information about a job It is used for three important purposes in the employment process.* First, it provides a brief summary of the nature of the job, and lists the duties and responsibilities.* Second, job analysis assists in the compiling of job specifications. Job specifications set out the traits and characteristics considered to be essential for successful job performance. These include education level, relevant experience, skill level or physical characteristics.* The third purpose is to assist in development of selection criteria, criterion measures and predictors.The job analysis provides a very clear picture of the requirement of the total job. Based on this information, an employee requisition can be evolving to hire the most appropriate candidate.2.2 Job ApplicantThe organization seek suita...
