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Overview on the Theory of Recruitment Process and the Use of Selection Tools

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OVERVIEW ON THE THEORY OF RECRUITMENT PROCESS AND THE USE OF SELECTION TOOLS November 2015

PETER HORVATH CASS BUSINESS SCHOOL – MEMBASTUDENT NUMBER: 150000247 |

Table of Contents

Executive Summary 3 The Focus of this Paper 3 Recruitment Process 3 Selection Tools 6 Recommendations for My Firm 7 References 8

Executive Summary

Human capital is a potential source of firms’ competitive advantage. To capitalize on this, firms must understand the structure and the different aspects of the recruitment process and selection, and put in place a recruitment strategy, which sets out objectives, specifies recruitment activities, and takes into consideration intervening variables to accomplish the desired recruitment outcomes. In this process, firms are strongly advised to apply an individually tailored combination of selection tools with the highest overall validity. Based upon the findings of this paper, to improve my firm’s HR practice I recommend to (1) plan the recruitment and selection process and form a strategy, (2) combine various selection tools, (3) keep accurate records and (4) avoid all forms of discrimination.

The Focus of this Paper

In my firm, decision makers neither understand the strategic significance of recruitment and selection nor use any academic findings and best practices to overcome stuffing challenges.

Despite the facts that (i) recruiting is of utmost importance not only for achieving competitive advantage over our competitors, but also for the long-term survival of the company (Taylor and Collins, 2000) and that (ii) academic research shows that firms using effective staffing practices have higher level of profitability and profit growth (Terpstra and Rozell, 1993), my firm has no clear picture about the entire organizational recruitment process and it unsystematically applies staffing

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