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Recruitment
Chapter 14 of Human Resource Management in a Business Context
(3rd Edition 2007) by Alan Price - published by Cengage
Contents
Objectives
The purpose of this chapter is to:
- Discuss the meaning and significance of recruitment in its organizational context
- Provide a typology of recruitment strategies
- Critically review preliminary information-gathering techniques
- Discuss the merits of references and biodata
Sections
- Recruitment as a textbook subject
- Matching people and jobs
- Selectors and strategies
- Marketing the job
- Informal recruiting
- Web-based recruitment
- Formal recruiting
- Targeting and diversity
- Researching candidates
- Applications
- Qualifications
- Biodata
- References
Summary
Recruitment and selecition are core areas of human resource management but are
frequently discussed in a prescriptive manner. They are not simply techniques for
filling jobs - they are also levers for organizational change, sustaining employee
commitment and achieving high performance. In free market countries, the personnel
profession has adopted a 'best practice' model which fits the prevailing business
ideology. This model prescribes a quest for the 'right (best) person for the job'.
The 'best-person' or psychometric model has achieved the status of orthodoxy in free
market countries. But different models of resourcing have been developed with a greater
concern for personality and attitude than presumed ability. Recruits may be sought who
will 'fit in' with the culture of the corporation; who will be content to build a career
within the organization; who will absorb the goals of the organization.
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Human Resource Management in a Business Context, 3rd edition
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