Candidate recruitment selection methods.
Businesses are relying on recruiters who are experienced consultants to manage the recruitment process from start to finish to guaranteed achievement and find new and innovative solutions to support the functional activities of the business (French and Rumbles 2009).
Recruitment of candidate is a complex practice and for employers it is vital to select the right contender to fulfil the advertised position (Brown and Swain 2009).
In order to manage the recruitment process successfully, it is essential for HR practitioners or recruiters to construct a work analysis report (WA) which should be updated frequently. According to the information extracted from the WA report, an effective recruitment process formula, of suitable candidate for the position, can be created (Nikolaou and Oostrom 2015).
Once information is extracted from the WA, the selection process can commence. The first step typically involves shortlisting applicants by analysing CVs or Job application forms. Another recruitment selection option is to use data technology which helps to recognise skills, capabilities, personalities which would be related to potential candidates for the specific jobs. This data can also be sourced from social media platforms such as chatrooms, blogs and forums or more specialist platforms where potential candidates are promoting personal capabilities.
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