Recruitment and Selection Literature review Example | Topics and Well Written Essays - 1750 words

Recruitment and Selection - Literature review ExampleThus, the principle centering policy of the Recruitment and Selection bring is the merit principle, requiring that the process should be done on the arse of merits, by ensuring that the candidates are selected based on their suitability for the job vacuum cleaner, without any favoritism or dissimilarity of the candidates based on any other factors. Under the merit principle, it is required that the selection and recruitment process should be fair, credible and in strict adherence to the policy of equal employment opportunity (Bach, 2005 p27). However, on that point are circumstances under which the Recruitment and Selection process may be allowed overlook the profound and honorable guidelines of recruiting a candidate, when a certain vacancy inwardly the make-up is created, targeting an already identified able individual, thus eliminating the need to follow the whole Recruitment and Selection process (Schultz & Duane 2010 p53). Nevertheless, even under such(prenominal) circumstances, the principle of merit, as well as the requirement for non-discrimination or favoritism must apply. Thus, the exemption to followers the whole of the Recruitment and Selection process does not amount to an exemption to adhere to the legal and ethical requirements of the recruitment process, but only to skip some of the procedures involved, such as advertisement of the job position, where the vacancy is targeting an already available competency (Runhaar & Sanders, 2013 p236). The fundamentals of Recruitment and Selection as a Human preference function are that the post must be publicized, the selection and recruitment must be on the basis of merit and already predetermined criteria, and a record of all the selection and recruitment ending must be kept (Schultz & Duane, 2010 p53). Types of Recruitment and Selection The Recruitment and Selection function of Human imagery Development can take the form of either internal or external selection or recruitment. Internal Recruitment and Selection This is a form of filling the job vacancies within an organization by dint of recruiting individuals internally or within the organization (Neil, Born & Nicole, 2002 p207). There are various advantages that are associated with recruiting individuals from within the organization, the most important being the fact that such individuals have the ready knowledge of how the organization deeds and functions, and thus offers a reduced cost advantage, by eliminating the need for further induction and orientation to the organizational functions and operation (Bach, 2005 p12). Further the individual recruited internally will need less time for training and subsequent fitting into the post. Another advantage associated with this form of recruitment is that the organization reduces the chances of disruption of its functions, considering that the individual recruited is already utilize to working with others who are wi thin the organization (Runhaar & Sanders, 2013 p243). In addition, the internal recruitment of individuals to fill in a job position that has fallen vacant or that has been newly created serves as an incentive, to motivate the individuals within the organization to keep working hard and improving on their knowledge and competencies. Finally, internal recruitment is advantageous to an organization, since it offers additional predetermined assessment of the individual filling the open job position, in areas that are necessary for the