Recruitment and Selection

When there is a need to fill a vacant position the first action any recruiter would do is to identify the requirements of the position. Any business that wants to build and keep a productive team must recruit new members (Bienvenu et al., 2012). A wise recruitment strategy will cut down on the time and money lost on expensive training and development of under qualified resources. Range of methods can be used to identify, sort, shortlist, and select the resources that best meet the goals of the firm therefore this can be mainly categorized  into internal and external (Shafique, 2013).     Internal Sources of Recruitment This is where the search of talent is conducted within the company this means that recruiters will look for the required qualified talents within the employees of the company besides it is the first alternative for any recruiter. This makes the employees to be more responsible, motivates them to work and they are aware of their code of ethics. As the employer they are al

This is a structural conversation where one participant asks questions and the other answers. It is also referred to as one-to-one conversation between the interviewer and the interviewee in which the candidate exchanges information with the goal of determining the candidate's qualifications and appropriateness for a post (Misoch, 2019). A job interview is a procedure when a prospective worker or applicant for the position is assessed by an employer or the hiring team for potential employment in their business, office, or organization. The interviewer's goal is to determine whether or not the candidate is qualified for the position and possesses the necessary levels of training and expertise during the interview process. This can be in front of a panel of interviewers or just one person depending on the nature of the company (Roulston, 2014) Importance of an Interview An applicant has the opportunity to demonstrate to an employer his potential and abilities to perform fo