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    Litreature Review

    Uploaded by

    Vanshika
    The document summarizes research from several studies on recruitment and selection. Philip G. Swaroff et al. (2006) examined the relationship between recruitment sources, employee tenure, and productivity by studying a sample of 618 employees over two years. Charieoliver (2008) and Rakesh sharma (2008) discuss ensuring recruitment standards are relevant to jobs and conveying company demands. Robert P. Vecchio (2004) notes the importance of effective recruitment for selection efficiency. Blackman (2002) recommends semi-structured interviews scored on behaviorally anchored scales to increase reliability and validity in selection. Bratton and Gold (2007) differentiate recruitment as generating applicant pools and selection as choosing individuals likely to achieve work goals

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    Litreature Review

    Uploaded by

    Vanshika
    32 views1 page
    The document summarizes research from several studies on recruitment and selection. Philip G. Swaroff et al. (2006) examined the relationship between recruitment sources, employee tenure, and productivity by studying a sample of 618 employees over two years. Charieoliver (2008) and Rakesh sharma (2008) discuss ensuring recruitment standards are relevant to jobs and conveying company demands. Robert P. Vecchio (2004) notes the importance of effective recruitment for selection efficiency. Blackman (2002) recommends semi-structured interviews scored on behaviorally anchored scales to increase reliability and validity in selection. Bratton and Gold (2007) differentiate recruitment as generating applicant pools and selection as choosing individuals likely to achieve work goals

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    The document summarizes research from several studies on recruitment and selection. Philip G. Swaroff et al. (2006) examined the relationship between recruitment sources, employee tenure, and productivity by studying a sample of 618 employees over two years. Charieoliver (2008) and Rakesh sharma (2008) discuss ensuring recruitment standards are relevant to jobs and conveying company demands. Robert P. Vecchio (2004) notes the importance of effective recruitment for selection efficiency. Blackman (2002) recommends semi-structured interviews scored on behaviorally anchored scales to increase reliability and validity in selection. Bratton and Gold (2007) differentiate recruitment as generating applicant pools and selection as choosing individuals likely to achieve work goals

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    32 views1 page

    Litreature Review

    Uploaded by

    Vanshika
    The document summarizes research from several studies on recruitment and selection. Philip G. Swaroff et al. (2006) examined the relationship between recruitment sources, employee tenure, and productivity by studying a sample of 618 employees over two years. Charieoliver (2008) and Rakesh sharma (2008) discuss ensuring recruitment standards are relevant to jobs and conveying company demands. Robert P. Vecchio (2004) notes the importance of effective recruitment for selection efficiency. Blackman (2002) recommends semi-structured interviews scored on behaviorally anchored scales to increase reliability and validity in selection. Bratton and Gold (2007) differentiate recruitment as generating applicant pools and selection as choosing individuals likely to achieve work goals

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 1

    Philip G. Swaroff, Lizabeth A. Barclay, Alan R.

    Bass(2006) in his article had talked about


    relations between recruiting source, employee tenure and productivity were he examined a
    sample of 618 employees over a 2-year period.

    Charieoliver(2008) in her research paper mentioned that the key to successful recruitment is to
    ensure that the standard of suitability are overt and relevant to the job itself. Once these standard
    are agreed it is possible to make more rational decisions about one’s suitability for a job, based
    on evidence rather than instinct.

    Rakesh sharma(2008) in his book has written that a company's success begins during the
    recruitment process where the screening and vetting procedures shape and convey the company's
    demands to aspiring candidates.

    Robert P. Vecchio(2004) says that selection is the process of choosing the best individual suited
    for particular position from a group of applicants. Therefore, the effectiveness of recruitment has
    an important impact on the efficiency of the selection process.

    BLife Advisorckman (2002) in his research showed that to increase the reliability, validity and
    feasibility, interviews should be based on a job analysis and selection criteria; they should be
    semi-structured and scored according to a behaviorally anchored rating scale.

    Michael D. White and Glipsy Escobar (2008) in this paper stated that recruitment were critical inside
    the police division and demonstrates that the significance of seven problems identifying with
    recruitment, selection and making ready rehearses in the institutions.

    Mohammed Nurul Absar (2012) in his paper says that the importance of recruitment and selection is
    determined by means of considering each open and private assembling firms.

    Hays (2004) Recruitment and Selection of open specialists: A worldwide abridgement of present day
    patterns and practices in his paper says that there is a significance of utilizing innovation within the
    recruitment and selection method for cleaning the hierarchical assets.

    Ballantyne (2009) in his paper has claimed that selection of employee occurs not just to replace
    departing employees or add to a workforce, but aims to get in the employees who can perform at a high
    level and can demonstrate commitment.

    Bratton and Gold (2007), differentiate the two terms in their research paper and established a clear link
    between them by stating that recruitment is the process of generating a pool of capable candidates
    applying for employment in an organization. Whereas, Selection is that the process by which managers
    use specific instruments to settle on from a pool of applicants, an individual who is more likely to
    achieve the work, given management goals and legal requirements.

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