Criteria for Effective Recruitment and Selection

“People are the most important part in any business and management should make every effort to get the right people in the right jobs at the right time’’ – ABE, (2008).

1.0 INTRODUCTION

For a company to stay competitive, it must recruit and retain an efficient and effective team of employees (ABE, 2008). Indeed, it is through competent workforce that an organization can earn a competitive edge amongst its competitors. Without qualified and competent employees, an organization is in a poorer position to succeed. Selection is much more than just choosing the best available person. Selecting the appropriate set of knowledge, skills, and abilities which come packaged in a human beingis an attempt to get a ‘fit’ between what the applicant can and wants to do, and what the organization needs.

2.0 DIMENSION OF SELECTION

Selection is the process of choosing individuals who have relevant qualifications to file existing or projected job openings (Bohlander & Snell (2007). There are different criteria, themes and laws that are critical for employee selection research and practices. Employee selection is an ongoing process in today’s workplace. In most organizations the managers and human resources specialists are involved in the selection decision. For example, at Press Trust, when a vacancy arises, it is usually the Administration Manager the Head of Finance and Administration and anotherManagerfrom the department within which the vacancy falls who are responsible for the whole recruitment process. From this scenario, (Press Trust), we can appreciate that HR practices are too important to be left to personnel specialists alone because it is essential to the core business activities. Selection criteria used to evaluate employees consist of categories, education, experience, physical characteristics and personal characteristics. These criteria’s should be stated directly in the job description, which can allow potential candidates to see what is required...