Recruitment and Selection

Turnea (2018) define “attraction as a HR aspect that starts with one or more job postings and it ends with new engagements for the organization whereas retention is an effort made by the employer to keep employees willing to achieve organizational goals". It is essential to attract and keep talent within the organization and important to find and keep employees who match the company’s culture and long-time business strategies (Sokro, 2012). It can be difficult to keep valuable human resources in organizations, and employers who are ready to offer rewarding organizational benefits based on career advancement frequently force rival corporations to re-evaluate their staff retention tactics. When businesses want to keep workers around for a long time, they must develop a workplace where employees can rely on their jobs assumption that prosperous firms share a fundamental attitude of appreciating and investing in human resources is supported by other researchers (Turnea, 2018). Th...

Recruitment is subject to the influence of internal and external factors. Internal factors are factors that arise within the company with external factors are factors affecting from outside the organization .   Proactive HR professionals should be aware of the factors affecting hiring and take the necessary actions to enhance the organization (Expert, 2021). Internal Factors Many organizations  have policies of employment that have been designed based on the work ethics, code of conduct and internal politics that affect the recruitment. Organizations have control over the internal factors that affect their recruitment functions (Koba, 2019). The internal factors are: Size of organization (AmSafe, 2022): An organization with one hundred thousand employees will find itself recruiting potential applicants much more often than will an organization with one hundred employees. Large organizations will have a huge pool of applicant while they need to fulfill a vacant position ...

Employers have been effective in identifying the most suitable candidates of a vacancy by analysing and identifying different stages of the recruitment process (Sultana & Sultana, 2017). The stages of recruitment include: Preparing for ideal candidate, Sourcing and attracting talent, converting the applicant, selecting and screening the candidate, interview process, reference check, and On-boarding (Andrew, 2022). 1.        Prepping for Your Ideal Candidate This is serves as the main foundation of the recruitment process where understanding, analyzing, identifying the requirement positions for which the recruitment needs to be carried out. This includes job description, type, qualifications, experience, skills required for the job. Therefore, this sets the guideline and the framework of the candidate (McDonald et al., 2006) . It is crucial for any organisation to identify and recruit the right applicant if not it will cost the firm in terms of time, recruit...