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Recruitment And Selection Final

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Running head: SELECTION AND RECRUITMENT

Selection and Recruitment

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SELECTION AND RECRUITMENT 2

Recruitment and selection

Introduction

Upon successfully creating a job description for a vacant position, the company expects

interest from viable candidates to start streaming in. However, the said job description is only

helpful if it lands on the right platforms that promise quality talent for the same. Therefore, the

next phase that the firm would engage in is the isolation of the sources of good talent (Taylor,

2014). The same refers to the platforms where qualified persons interact and therefore creating a

pool of viable candidates for the position. Once the sources are established, the company ends up

with a pool of qualified candidates from which it has to pick the best suited one for the vacancy.

The latter segment refers to the selection process, which refers to a set of criteria to be applied in

thinning the pool to eventually end up with the recruit for the vacant position in contention. This

paper enumerates the two of the most viable sources from where the company is likely to end up

with a pool of good engineering talent, and the process of narrowing down to the best candidate

to fill the vacancy.

Sources of recruitment talents

Referrals

The company is a major player in the industry and therefore has a lot of established

networks within the labor market. Therefore, in the event the company expresses need for a

particular position to be filled, the networks come in handy (Kurtz &Wlliam, 2017). Fellow

industry players may refer former employees or interns to apply for the position, knowing their

competencies and respective qualifications. Further, employees within the sector as well as other

stakeholders may refer qualified candidates to show interest in the position. Studies reveal that

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Running head: SELECTION AND RECRUITMENT 1 Selection and Recruitment Name Course Tutor Date SELECTION AND RECRUITMENT 2 Recruitment and selection Introduction Upon successfully creating a job description for a vacant position, the company expects interest from viable candidates to start streaming in. However, the said job description is only helpful if it lands on the right platforms that promise quality talent for the same. Therefore, the next phase that the firm would engage in is the isolation of the sources of good talent (Taylor, 2014). The same refers to the platforms where qualified persons interact and therefore creating a pool of viable candidates for the position. Once the sources are established, the company ends up with a pool of qualified candidates from which it has to pick the best suited one for the vacancy. The latter segment refers to the selection process, which refers to a set of criteria to be applied in thinning the pool to eventually end up with the recruit for the vacant position in contention. This paper enumerates the two of the most viable sources from where the company is likely to end up with a pool of good engineering talent, and the process of narrowing down to the best candidate to fill the vacancy. Sources of recruitment talents Referrals The company is a major player in the industry and therefore has a lot of established networks within the labor market. Therefore, in the event the company expresses need for a particular position to be fi ...
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