The recruitment and selection process is crucial element of personal and development activity in all organizations, irrespective of their size, structure or orientation to hire new people or maintaining employees" current positions. Improved selection decision is provided that there is an adequate supply of labour and newly appointed staff provides management with an opportunity to acquire new skills as well as adjust attitudes and cultures within the organization (Marchington, Wilkinson, 1996; p107-108). .
Recruitment is the set of activities and processes used to legally obtain the number of right people at the right place and time so that the people and the organization can select each other in their own best interests (Kramar, McGraw, 1997; p310). .
Clark (1988) argued that recruitment might be defined as the process of enticing people to apply for a job, hiring the most satisfactory of these candidates, and inducting the successful candidates into the policies and the practices of the organization. .
This essay outlines the theory of recruitment and selection, such as job analysis, process of recruitment, method of recruitment and the policy and regulation of recruitment and selection, discusses survey findings, which are collected from results of questionaries for different employments in different organisations. It ten goes on to present the analysis itself and finally provides some recommendations about effective recruitment and selection process.
The purpose of the recruitment and selection.
The general purpose of recruitment is to provide a pool of potentially qualified job candidates and additionally, it determines the present and future recruitment needs of the organization in conjunction with the human resource planning activity and the job analysis activity, increases the pool of job applicants with minimum cost, to help increase the success rate of the selection process, reduce the probability of job applicants, meets the organization's responsibility for equal opportunity programs.