Recruitment And Selection

According to Mathis & Jackson (2010), most organizations are engaging a series of consistent steps to process and select applicants for jobs. Following Figure 1 showcase a flow chart of such a basic process of selection. Figure 1: Basic selection process (Source:  Mathis & Jackson, 2010) “Company size, characteristics of the job, the number of people required, the use of electronic technology, and other factors cause variations on the basic process” (Mathis & Jackson, 2010). Traditionally, most organizations relied on the classic trio of steps for selecting candidates are application forms, interviews and references (Armstrong, 2012). However, it is important that, this classic trio should be complemented by incorporating selection tests and assessment centers (Armstrong, 2012). In addition, research has also highlighted the applicability of techniques such as self-assessment, group selection and work sampling for enhancing the selection process to suit...

Maslow’s Hierarchy of Needs Abraham Maslow’s "Hierarchy of Needs" is “the most generally mentioned theory of motivation and satisfaction (Weihrich & Koontz, 1999).” Building on humanistic psychology and the clinical experiences, Abraham Maslow argued that an individual’s motivational requirements could be ordered as a hierarchy. Once a given level of needs is satisfied, it no longer helps to motivate. Thus, next higher level of need has to be activated in order to motivate and thereby satisfy the individual (Luthans, 2005). Maslow (1943) identified five levels of need hierarchy: Following Figure 1, illustrates Maslow's hierarchy of needs. Maslow’s "Hierarchy of Needs" could also be applied to an organization and its employee’s performance (Gordon, 1965). Figure 1, Maslow's hierarchy of needs (Source: Poston 2009) Accordingly to Maslow (1954), t he different levels of needs on Maslow’s hierarchy follows: Physiological needs...

Today’s world is mainly technology based world and can feel its presence in every sphere of our lives. Conception of internet has transformed our lives tremendously and it has also changed the perception of people towards their work (Bhupendra & Swati, 2015). E-recruitment is a part of electronic Human Resource Management (e-HRM). It is known as one of the most popular e-HRM applications used by organizations (Sills, 2014). E-recruitment could be defined as the use of the internet to attract possible employees to an organization and hire them with skillsets (Parry & Tyson, 2008). Online recruitment is also known as e-recruitment, is the practice whereby the online technology is used particularly websites as a means of assessing, interviewing, and hiring personnel (Dhamija, 2012). Organizations recruiting via the Internet have two primary paths to attract audiences into the applicant pool. First, organizations can depend on upon third-parties that distribute job adverti...