The analysis of recruitment system and selection of workers as a determinant of quality of employment

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Introduction

personnel management to hire

Brian Tracy said, that the most important ability in any business is the condition of success to attraction and arresting perfect workers.[1] The success of functioning the enterprises is result of product of the individual workers' success. Beside capital supplies and modern technologies, workers' team is the big strength of firms. From their commitment depends the quality the success of projects. So the key management element is the human resource policy, and especially the policy of employment. When this policy is realize two basic tools - recruitment and selection are using.

It from them proper use depends, in what degree gain over worker is valuable for firm and how to contribute it can for her development. The knowledge of procedures of recruitment and selection, their development and the functioning in the present of enterprises are valuable. Success in conducting projects within the framework of complex organisations is often a source of competitive advantage. Whether they concern growth, development or optimalisation, key processes demand the commitment of effective middle management and top-class specialists who often have to be actively sought on the market. [2]

The effective execution of process of recruitment and the workers' selection since moment of qualification of demand, until after employment and the initiating on position of work the candidate, depends of knowledge about methods and the tools of selection and the recruitment. Domination of employers' market determines possibility to applying even very compiled and many-stage recruitments. The main foundation of recruitment is the good of the organization, which is the kind of the community. Therefore demand candidates should know to adjust to reigning in her structures realities, collectively.

Beside the traditional methods of selection and the recruitment (like the investigation CV, the qualifying conversations) are also new, alternative. In my article I would like to present innovatory methods, which makes possible to more effective search and increase potential of enterprises. The comparison of effectiveness of traditional methods it shows, that they fully would answer on demand of the employers' present, having on attention the current situation on market of work, employer should modify the ways of reaching to candidates, their selection and the logging of for enterprises.

1. The notion of recruitment and selection

The being and the development of every enterprise will depend to a large extent on the selection of staffs - of action being aimed at recruiting right people and due filling vacant positions. The selection should so provide with the appropriate number of employees, with suitable qualifications in the determined dimension of the time, on the real post. Process associated with strategic objectives of the organization is one of stages of the selection of staffs - recruitment. [3] The recruitment means recruiting by the organization candidates to the work in the number enabling their rational selection and he relies on action of the organization on the labour market directed for informing potential candidates of the organization and conditions of the participation in it and on producing positive postures and willingness employments.

The recruitment is the first stage of the worker's employment. The main aims of recruitment are finding of sufficient the candidates from among which can will execute selection's number. The process of recruiting people for the casting of positions being vacant and fitting their possibility and motivation for tasks we are calling the selection. The selection of employees includes action being aimed at recruiting competent candidates in the appropriate amount, the quality, the place and the time and choice from them of deficiencies best at the destination of planting workstations currently being vacant or being able to appear in the near future.

The selection is one of more demanding aims of managing staffs. In order to provide to the company constant and proper operation, the process of the selection should provide with the appropriate number of employees with suitable qualifications as well as in the stated time on real posts the applying system of the selection must actually be based on an entire complex of action: for the actually conducted recruitment, selection, the evaluation of work and planning careers and leading to the work. [3]

2. The modern methods of recruitment and the selection

2.1 Direct Search

Direct Search is the method of searching for particular persons that have the required qualifications - in most of the situations employees from competitive companies. This method of seeking effective managers and key specialists with unique skills. The method is based on the identification of the right persons through an analysis of the corresponding professional group and the penetration of companies in the appropriate market sector and companies with a similar structure and organisation. [4] During the direct search consultants will develop the following activities: market monitoring and identification of companies from similar branches (for instance by using databases with information about companies, branch portals and social networks), obtain the recommendation of the candidates from a database, get in touch with potential candidates, develop a presentation for the cooperation proposal, and intensify the activities made for creating a motivation level appropriate for a candidate to change the job.

2.2 Executive Search

The Executive the Search then the method the direct search of candidates, which founds the identification and the reaching to persons about closely the definite qualifications. Because bringing back managers significant successes usually are not active in range the search of new work, this method creates the real chances of success in planting the most exacting positions. The Executive the Search founds the finding in support the suitable persons about thorough analysis of market as well as the exact penetration of suitable professional environment. It was used was to this aim both possessed, as and the especially built contacts as well as the every accessible bases of data. Technician this depends on qualification of target group of segment market work persons not seeking work actively, and working on analogous positions or similar to vacant position. This permit on attainment to potential candidates, plenty of fulfilling employer's requirement. Well conducted procedure executive search is the most effective method of gaining over candidates about unique competences, skills of or knowledge. [4]

2.3 In-try tests

The simulations of work this tool of selection, having on aim checking the knowledge and the candidate's professional skills, connected with concrete work. The sample of work depends on order the candidate of realization of fragment the work he which would have in future to execute. It this was had was to take place in identical conditions from these, in which work this be executed in reality. Appearing candidates is first of all their aim the most experts as well as the most efficient in indispensable range to correct realizing tasks. Tests such usually support on specialist positions recruitments, exacting special competences. They are this for exaple documents, which candidate should consider in data day or letter to writing exacting suitable skills from secretary. [4] The candidate in such case receives the instruction and the suitable quantity of time on realization of task. Tests can be very useful in the selection process as they actually replicate certain parts of the job, whereas a selection interview can only indicate whether the person has that ability. However, most tests are time-consuming to administer and can be used indiscriminately. It would be very unusual to use a test as the sole means of selecting and, particularly with personality tests, it should not be the major evidence on which the decision to appoint or not is made. Very often the results of personality tests are used in interviews as the basis for further investigation and questioning about an applicant's abilities.

2.4 Assessment Center

This method is used to asses and integrate the evaluation of competence and skills of Candidates. Each Candidate is involved in individual or group tasks (together with other assessed Candidates or specially provided person). Important is that all assessed Candidates are involved in the same tasks. While performing their assignments, each Candidate is evaluated by assessors from the point of view of the required competence and skills. The skills and competence subject to assessment as well as the assessment method itself are determined beforehand by the consultants of (based on the so called competence model). The Assessment Centre method ensures more objectivity in evaluation than the traditional interviews. The effectiveness of the method has been established to reach as much as 70% owing to the relevantly assigned tasks, which allow for assessing the Candidates from the point of view of particular skills and competence indispensable for the position the Candidate applies for, and combining the tasks with sets of relevant tests used in order to asses each of the Candidates. The consultants prepare a report on every Candidate participating in the Assessment Center. The Assessment Centre allow the Candidates to learn more and to receive objective feedback regarding their strengths and weaknesses, and areas requiring improvement. The participation in the Assessment Centre creates an opportunity to discover more about our competence and occupational predisposition. [4] Furthermore, in the assessment process there are engaged psychologists who guarantee that all tests used to asses the personality of the Candidates are properly selected.

Conclusions

The demand reported by employers and the represented potential by looking for work are being compared in the process of the recruitment and selection. Mentioned above methods of selection and the recruitment arose as the reply to changing conditions on the labour market. Forms of dawning on to candidates and testing their competence are changing incessantly. They are more and more complicated and folded. Not only experience, but also characterological predispositions are working, intelligence. Recently very popular are the tests of competence, typical of every profession individually. The selection of staffs constitutes the base of the success of companies, therefore methods of selection and the recruitment more and more are searched. Older methods are departing into the oblivion, replaced new, better at a point of view of the employer. At present companies should so concentrate on implementing and due applying new methods of the recruitment and selection.

Bibliography

1. Tinline G., Robertson I., Recruitment and Selection: A Framework for Success, Cengage Learning EMEA, 2003.

2. Roberts G., Recruitment and Selection: A Competency Approach, CIPD Publishing, 1997.

3. Plumbley P., Denerley R., Recruitment and Selection, Institute of Personnel Management, 1974.

4. Dale M., A Manager's Guide to Recruitment & Selection, Kogan Page Publishers, 2003.

5. Swift K.G., Booker J. D., Process Selection: From Design to Manufacture, Butterworth-Heinemann, 2003.

6. Edenborough R., Assessment Methods in Recruitment, Selection & Performance, Kogan Page Publishers, 2007.

7. Arthur D., The Employee Recruitment and Retention Handbook, AMACOM Div American Mgmt Assn, 2001.

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