Techniques To Improve Recruiting And Interviewing Practises By Managers

1772 words - 7 pages

Techniques to Improve Recruiting and Interviewing Practises by Managers

Recruitment and selection have always been critical processes for
organisations. In recent years, there has been growing evidence that
the formation of positive psychological contract with employees
provides the basis for a positive outcome in terms of organisational
commitment and motivation. Recruitment and selection are vital stages
in the formation of the expectations that form such a contract, on
which, with an emphasis on a two way flow of communication, employees
select an organisation and the work on offer as much as employers
select employees. Thus employers need to see the attraction and
retention of employees as part of the evolving employment
relationship, based on mutual and reciprocal understanding of
expectations, as well as an attempt to predict how a potential
employee might behave in the future and make a contribution to the
organisations recruitments. Many approaches to recruitment and
selection tend, however, to emphasise the power of employers. For
example, traditional methods attempt to attract a wide choice of
candidates for vacancies before screening out those who do not match
the criteria set in job descriptions and personnel specifications.

There are now wide variations in recruitment and selection practises,
reflecting an organisations strategy and its philosophy towards the
management of people. Employees seen as part of the primary internal
market become the focus for the ‘bundle’ of human resources practises
intended to bring about increased motivation, an increased acceptance
of responsibility, deepened skills and greater commitment, providing
the organization with a competitive edge. Such employees become a
part of the organisations core work force, recruitment and selection
representing the entry point activities.

Approaches to the recruitment and selection of employees forming the
secondary internal market could be subject to less screening at the
point of entry , attention being paid mainly to possession of the
required skills. Such employees might be recruited and selected by
cheaper methods but still perhaps, with a connection to
organisational strategy via the specification of competencies. Giving
the findings relating to studies of workers on fixed term contracts
and the emphasis given by some workers to work-life balance, it would
seem, however, that the crucial feature of a positive physiological
contract is the use of progressive HR practices whatever the
employment contract, and this will include attention to effective
recruitment and selection practises. Once again, employers do not have
a choice relating to the practises they adopt.

Newell and Shackle ton (2000) refer to recruitment as the ‘process of
attracting people who might make a contribution to...

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