centres are used for accessing aptitude and performance; applied to a group of
participants, the organisation then uses the information obtained to assesses
applicant abilities or development potential (Psychometric-success.com, 2017).
According to Lievens (2009), assessment centres are more successful than other
recruitment and selection methods as they focus on the candidate’s actual
behaviour. Lievens (2009) insists that candidates should be evaluated, by
trained assessors as this enables the like hood of success. With this said Woodruffe
(1993) disagrees with Lievens as Woodruffe points out that human bias or human
unconsciousness as a potential flaw in assessment centres.in supporting this
language could be a barrier to certain applicant moving to the next stage.
the other hand, a CV is a short account of a potential employee career and
qualifications prepared typically by an applicant for a job advertised. CVs can
be ineffective due to the freedom it gives the applicant to promote themselves,
thereby some people could then highlight all their strengths and thus saying
very little about their weakness. By promoting their strength a person could
can employed but have very little to offer the organisation (Jenkins,
1983). Further certain organisation prefer to use this method as it demonstrates
the ability of the applicant to martial their thoughts and put together a clear
piece of communication” (Roberts, 2005, p. 103). In regards to this Taylor disputes that this is not the best practise, as it enables
applicants to contaminate their C.V.
application is a form or paper, which indicates interest in a particular place
of employment or position within a company. It consist of question the
organisations needs to be answered to ensure they make a judgment on
applicants. The drawback of this is that organisations can be
often seen to use the same application form for numerous different positions
available rather than creating an application form, which the questions will
critically evaluate the skills, competencies and knowledge required for the
available position. One can think once recruitment staff goes through applicant
applications it will be easy to categorise them into two; the good and the bad,
however this is not the case as an advertised job could prompt hundreds of
applicants applying with different broad answers which they have no way of
categorising (Parkhouse, 1984).
Application Forms/ C.V’s
interview can be best describe as a formal meeting in which an applicant is
asked questions to determine their suitability for a particular job they
applied for (KAHN and BARBER, 1988). Interviewing
candidates cannot be a reliable source as the interviewer is there to measure
the human characteristics of the potential candidate, with this said each
interviewer might interpret the information obtained in their own way. With
this said research claims that 94 out of 1000, interviews respond honestly in
conventional interviews (Armstrong, 2006). Roberts (2005) states that, there are two types of methods an
organisation could utilised: a structured form this focus’ on clearly defined
questions or using an unstructured form, which is effectively a chat or discussion,
which could lead anywhere. With this said validity, studies such as those
quoted by Taylor produce equally dubious figures for conventional interviews
and indicates that assessment centres, psychometric tests and structured
interviews are more accurate methods for recruitment selection (Armstrong, 2006).
The classic trio of
recruitment methods used by most companies are an application form, one or two
interviews and references. Research indicated that to this present day when one
looks at most companies recruitment and selection methods the classic trio can
be seen in their selection methods (Al-Kassem, 2017).With this said other researcher on
classic trio concluded that this is no longer an appropriate method process to
employ talent when other methods are available (Davis, 2017).
Classic trio referred to one of the most favoured
forms of recruitment and selection- an application form/C.V combined with at the
job analysis provides HR mangers with specific qualifications that help ensure
the best-suited applicant is selection for the required position, this is vital
as research indicated that half of hiring and HR managers estimate that bad
hires have cost their companies thousands of investment (Fatemi, 2017). In
regards to this HR manager must know what skills are required to perform the job
successfully, without HR manager knowing exactly what is required, the wrong
applicant could easily get the job.
job specification is a detailed description of the role, including all
responsibilities, objectives, and requirements of the available position (Sloane,
1992).Finally yet importantly, a job design is the deciding of a job’s key
contents, from the duties and responsibilities involved to the systems and
procedures followed by the person in that role (CIPD, 2017).
tools necessary in order to successfully perform activities.
Summary of the
Location of the
description is a document that describes the general tasks, or other related,
and responsibilities of a position (Mader-Clark, 2013).
analysis refers to a detailed examination of a given job with the purpose of
understanding it features. Through it, the duties and responsibilities of the
position is defined. It has two components: job description and job
Job Analysis and Design
resource planning is a set of procedures that an organisation can use
identifies current and future employee’s needs for the business to
achieve its goals (Belcourt and McBey, n.d.). Once an organisation fails
to plan and predict the number of employees they might need to recruit in the
future, this puts the organisation at risk of under producing or over producing
due to the business being overstaffed or understaffed. This has been supported
by researches such as Mello stating that when an organisation has too many
staff it is more likely to experiences a loss of efficiency in operation
because of unnecessary payroll costs and/or surplus production that cannot be sold
(Mello., 2014). Once a business has successful completed the human planning
stage here are the following steps, which will be used to access different
Human Resource Planning
to the problems poor recruitment and selection could cause organisations, there
has been an improve within organisations in terms of investing more funds into
ensuring their company implements the best recruitment and selection method
which will enable the organisation to be successful by getting in the right
staff, in the right place (Sparrow, 2007).
Another aspect of recruitment and
selection, which played a significant role, is internal and external methods of
recruitment, both these methods are vital and will be beneficial for
organisation to use both when in search for new employees.
of an organisation size, attracting a pool of applicants and recruiting the
best employees are both critical to the success of the organisation (Evening
Standard, 2017). Further researches within the recruitment and selection field
has stated that putting wrong candidates into an available position just to
have the open position filled can cause short or long term consequences to the
organisation in regards to causing poor worker assurance; low profitability or
production levels (Froschheiser and Chutkow, 2007).
who have studied recruitment and selection tend to agree on one thing, which is
that there is a difference between recruitment and selection. In regards to
this Taylor (2008), Rees, and French (2010) Say that recruitment is a procedure
whereby an organisation puts out information about an available position to be
filled in; thereby potentials candidates will submit their applications which
enables the organisation to generate a pool of potential employees to pick
from. On the other hand selection involves utilising distinctive techniques to
access different potential employees to enable the organisation to pick the
best suited for the available position given management goals and legal
Selection is the process of making a “hire” or “no hire” decision
regarding each applicant for a job. This process typically involves determining
the characteristics required for effective job performance and then measuring
applicants on those characteristics, which are typically based on a job
analysis (Gomez-Mejia, Balkin and Cardy, n.d.).
Recruitment is the process of generating a pool of qualified candidates
for a particular job. The firm must announce the job availability to the market
and Cardy, n.d.).
Information on number of
The Baptist Medical
Centre in Nalerigu is a respected mission hospital located in the Northern
Region of Ghana. It was founded through the joint efforts and vision of the
Ghanaian Baptist Convention (Gold Coast Baptist Conference) and the
International Mission Board (Foreign Mission Board at that time) in
1958. In 2014, the IMB handed the hospital over to the Ghana Baptist
Convention who now manage and maintain it.
the BMC is a 123-bed hospital whose reputation brings people from as far south
as Accra, as far east as Togo and Nigeria, and as far north as Burkina Faso and
Mali. Most recent yearly statistics are as follows: 60,000 outpatient visits,
10,000 inpatients, 1,200 major operations, and 2,500-3,000 minor procedures.
Over nearly 60 years, the medical centre has estimated that well over 3 million
patients have visited the hospital and around 70 Baptist churches have been
built in northern Ghana (Baptist Medical Centre, 2017).
The objectives of this
research is to investigate and evaluate the recruitment and selection process
employed …………… once this has be evaluated It will then look at the different
recruitment and selection processes the ………….. could utilise to enable the organisation
to recruit effectively , for example
centres, classic trio or work samples.
Recruitment and selection
processes are important to all business whether the business is there to make
profit or not. Research indicates that one of the most critical aspects of growing any business is employing the
right people, get it right and your business’s growth trajectory is likely to
continue or accelerate, on the other hand getting it wrong could lead to the
downfall of most organisations (Jordan, 2017). The
idea of recruitment or selection was just to fill an available position as soon
as possible to enable the business to maintain its production levels. Never the
the wrong person in the wrong position just to fill the vacancy can have dire
consequences to your organization in terms of poor employee morale, low
productivity and lost opportunities (Froschheiser, Chutkow and Kemp, 2014). In regards to this the
methods of how recruitment or selection of potential employees should be done
has changed massively, this is due to a high number of researchers, recommending
different process or methods, which organisations could utilised for their own