Recruitment and Selection of Quality Candidates

Recruitment and Selection of Quality Candidates
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Synopsis
The article entitled ‘Recruiting and Hiring Top-Quality Employees’ describes the critical attributes to check in candidates during recruitment session. The synopsis below summarises the main points in the article.
Recruitment forms part of evaluating the candidates to acquire the best from the interested. It involves an essential practice that brings effectiveness and more production in the organization (Pankl, 2016). To perform screening and interviewing process one need to develop interview questions that fit the position needed in the entity. To ensure that the organization gets the required workforce needed, it is essential to follow this process to ensure that the employee suits his position. Employees are recruited by attracting them to seek the position by advertising the vacancy either in social media.
Then the attracted employees who apply for the position pass through the interviewing panel to be assessed their skills therefore during this stage the best candidate emerge, and he is selected to fill the gap in the entity. When the candidate selection process is over the new employee is subjected to an orientation which involves familiarizing the employee to the institution.
Recruitment of new staff is a complicated process (Pankl, 2016). Therefore, every procedure needs to be critically clear to the human resource managers. The question that one asks in the interview need to be considered to avoid discrimination during the process.

During the recruitment, guidelines that are stated in recruitment process enhances effectiveness while dealing with the candidates, therefore, ensuring that interview process does not contradict the candidates.
Also, regulatory issues that govern the human resource manager during the recruitment process ensure that the right of the minority is protected therefore no discrimination during the interview. Also, ensure that the interview questions are relevant thus removing the unreasonable restrictive standards that are irrelevant to the job. However, bias is the enormous concern about legal issues regarding recruitment and selection
The employee has the right to bargain the salary and comment about the salary increment (Pankl, 2016). Also if some question asked during the interview are irrelevant or illegal, the candidate has the right not to answer and report to the head of the interview about the same. Sometimes a candidate may be uncomfortable due to a failure of past interview. Therefore, he/she can ask for the permission to relax and continue the interview later.
The questions improve assessing all the candidate and determining the skills and abilities of every candidate to evaluate the best out of all. The method of recruiting and selection requires one to know the position to be occupied to see the type of question to utilize during the interview process.
References
Pankl, E., Theiss, D. & Bushing, M. (2016). Recruiting and Hiring Top-Quality Employees: trends in human resources and knowledge management. Hershey, PA: Business Science Reference. Available at https://www.entrepreneur.com/article/76182