The relationship among Selection, Recruitment, and Job Analysis
Job analysis is a process to establish and document the “job relatedness” of employment procedures such as training, selection, recruitment, compensation, and performance appraisal.
Recruitment: Recruitment is the process of attracting; hiring and retaining a skilled workforce is perhaps the most basic of the human resources functions. It determines the present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. There are several elements to this task including developing a job description, interviewing candidates making offers and negotiating salaries and benefits. It is a procedure of searching out the prospective applicants and inspiring them to apply for the actual or anticipated vacancy. It helps to increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. The activities involved in the recruitment of employees are as under:
- Analyzing job requirement,
- Advertising the vacancy,
- Attracting candidates to apply for the job,
- Managing response,
- Scrutiny of applications,
- Shortlisting candidates.
Selection of efficient employees: Another most important function is to procure efficient employees from different sources. It is the procedure of choosing the most appropriate applicant for an empty place in the organization. It is a process of hiring employees among the shortlisted candidates and providing them a job in the organization. Not only that, but the selection of human resources is also an important function of Human Resource Management. Only procurement and selection of human resources cannot help achieve the goal of Human Resource Management. There is always an element of prediction in section, making an informed estimate as to which of the various applicants is most suitable for the job being filled. The selection also involves a set of activities which are given as under:
- Screening,
- Eliminating unsuitable candidates,
- Conducting the examination like aptitude test, intelligence test, performance test, personality test, etc.
- Interview,
- Checking References,
- Medical Test.
Job Analysis: Job analysis is a fundamental process that forms the basis of all human resource activities. We can also see that job analysis forms part and parcel of the HR planning process. It gives one a clear understanding of the nature and requirements of the post to be filled. In its simplest terms, job analysis is a systematic process for gathering, documenting and analyzing data about the work required for a job. This job profile describes the post in terms of the task requirements and the requirement for the person filling the post. The data collected in a job analysis, and reflected through a job description, includes a description of the context and principal duties of the job, and information about the skills, responsibilities, mental models, and techniques for job analysis. Completion of the HR planning process and job analysis processes provide an overall impression of the post. These include the Position Analysts, Questionnaires, which focus on generalized human behavior and interviews, task inventories, fundamental job analysis, and the job element method. When you have this broader picture of the post, the recruitment process can begin.
