The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.
The key concept of a recruitment and section process is to create a talent pool of applicants that are well suited for the job available. There are several reasons why they are beneficial to include into a recruitment and selection process. Firstly, Chapman and Webster (2003, pp. 113-120) reveals that electronic systems generate a higher quantity of applicants, with research by McManus and Ferguson (2003, pp. 175-183) reinforcing this and explaining that more educated and computer literate are likely to used electronic systems which is more suited for higher positioned jobs (Stone, 2013, pp.51). "Applicants rarely talk to anyone, even by email, during the hiring process" Article. On the other hand, some applicants may feel out-of touch using computer-based programs and turn them away from the job (Stone, 2006, pp. 229-244). However, a higher quantity of candidates is not always beneficial for an organisation. Web-based systems are shown to provide basic skill requirements and simplify the process to provide a detailed job description and to attract a higher quality of possible employees.
Some possible solutions to the problems surrounding the issue of using web-based system are, using a mix of both web-based and traditional methods in the recruitment and selection process (Stone, 2013, pp.53). Using web-based systems as a first stage in the process to eliminate obvious participant, then including a real-life interview to ensure that the person has important communication skills such as communication. This would help to create a more detailed selection process to allow for a greater quality talent pool to select from.
This is facilitated through e-selection methods allowing candidates to self-assess a determine interest and attitude towards the job based on a list of skills or competencies that have been outlined in the job description (Raymond & Winkler, 2012, pp. 455). This is a further positive as it greatly reduces the time and money spent on filling through a possible large group of applications. However, having such a heavy focus on saving cost and time may revert some of the attention away from attracting the best possible applicants for the job. Therefore, placing the emphasis on having the right recruitment systems in place will ensure a lower turnover rate, which would...