It is interesting as a contrast that applicants seem to be evaluated rather quickly if employers start searching via informal contacts. It is also found that - when advertisements are used as the first recruitment strategy - employers need some time to acquire a pool of applicants and to select candidates from this pool. Moreover, employers prefer to start searching via the labour exchange office when jobs in the secondary segment of the labour market have to be filled. It is found that employers prefer advertisements as the first recruitment channel when applicants are required to have work experience. This model is applied to data on employers' search behaviour in the Dutch labour market. A model for the choice of the recruitment strategy at the start of the search process and the corresponding recruitment duration is developed in which allowance is made for different patterns of duration dependence for each recruitment strategy. In particular, the determinants of vacancy duration are studied in the context of a model of employers' search behaviour. The functioning of labour markets from a demand-side perspective is examined. The research findings reveal that private companies follows best recruitment and selection process and they are satisfied with the organizational climate and the organizations follows ethical recruitment policy. The results were obtained from percentage method. Primary data was collected from 30 employees using questionnaire method. The research was done using both primary and secondary data. This research studies the review of literature for recruitment and selection procedures followed at organizations. The best human capital availability in organizations makes them competitive advantage and as well as they become the real life blood of the organizations. The aim of the paper is to study the recruitment and selection process in local companies (five local companies) private companies. While recruiting the candidates the organizations has to map carefully the available human resources because they create the competitive advantage for the organizations. From past decade the business organizations are more concentrating on the human capital because they are the most valued and most treasured assets. So the recruitment and selection process should be objective, uniform and of high quality. To build an efficient team, HR management must ensure that talented, competent and committed persons are recruited in the company. An efficient work team is essential for effective implementation of business and delivery of services.
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