據丹尼爾和麥特卡爾夫(2001)介紹,招聘是人力資源綜合管理功能的一部分,是確保公司戰略實施的至關重要的部分。斯賓塞(2004)強調,需要積極地引起有志者成為企業員工，選擇的人員的能力必須與公司的整體實力和地位相符合。它也許是最重要的功能,因為它是整個人力資源管理過程的起點。其重要性我們可以了解德魯克(1992)所說的內容,他說,“每個企業在競爭過程中最重要的資源——合格的,知識淵博的人”(德魯克1992)。招聘的過程被定義為發現、開發、招聘和吸引人才，以填補實際的和預期的職位空缺(西姆斯2002)。它有三個目的:彌補職位空缺,獲得新的技能,讓企業不斷發展。

在本節中,我們討論以不同的方法選擇候選人的過程。不同的方法,正確的方法應該用于特定職位。這些方法包括：

申請工作的傳統方法是在公司的公共部門填寫一個申請表。這種方法可能不適合一些申請者。因此,如果申請應用程序形式應該真正地重視細節，這樣才能方便選擇，可以通過簡歷優先在私營部門以及公共部門進行刪選。

According to Daniel and Metcalf (2001), recruiting is part of the over-all management function of staffing that serves a major role player in ensuring that company strategies will be implemented. Spencer (2004) also emphasized that staffing requires both the process of attracting and selecting prospective personnel’s capabilities and competencies with the company position. It is perhaps the most important function because it is the starting point in the whole HR process. Its importance is noted by Drucker (1992) as he said that “every organization is in competition for its most essential resource: qualified, knowledgeable people” (Drucker 1992). Recruitment is defined as the process of discovering, developing, seeking and attracting individuals to fill actual and/or anticipated job vacancies (Sims 2002). It has three general purposes: to fulfill job vacancies; to acquire new skills; and to allow organizational growth.

In this section we discuss about the different methods of the process of selecting candidates. There are different methods available for this and the correct method should be used for the particular post. The various methods are:

The conventional method of applying for jobs in public sector companies is to fill in an application form. This method may be not suitable for some applicants. Therefore, if the methods of application forms are used it should only deal with the really important details so that the selection can take place. The usage of CV is more preferred in private sector than public sector.

The advantage of using the application form from the organization’s point of view is that it guarantees that the same details or information is got from candidates which help to achieve a level of consistency in the short listing process.

The advantage to the candidate is clear – an existing CV can be edited and changed in very less time compared to fill a traditional application form.
The challenge for the employer is that the details will only be given how the applicant suites for it and may make the process of short listing less constant and definitely more complicated if the information is given in a variety of patterns through different CV layouts.

There are also equal chance considerations as the reliability produced by the use of application forms is more likely to jeopardize the equality in the recruitment process.

In this method the primary screening of the applications is done by considering the candidate’s qualifications and experience against the requirements necessary for the job. Different On-line systems which filter the applications on the above parameters are now easily available. The on-line systems monitor the applications and compare it with the necessary requirements set by the employer through keyword searches. If this method in used, the organization is responsible for protecting the data of the employee. There should be an automated system which is used for short listing the applicants should be informed about itThere is a initial cost of putting into operation the online screening and short listing system is higher, also the there is cost of software and training.

The method of online screening and short listing is most useful way of filtering rapidly through a very large number of applicants.

This method can only be used when the applications are received online therefore only can be used in places where Internet is used as in the process of recruitment.

It can be hard to ensure that the key words used for searching the candidate do not overlook applications which can potentially match the personal specification.

Certain organisation that use this particular method had to develop lengthy and extremely detailed application forms to make sure that the applicant submits all correct information in details so that the application can be selected by word search.

The most successful type of interview are the structured interviews. The key constraints of the job are identified first and a list of questions to be asked is prepared. The answers given by the candidates are reviewed by a panel of interviewers and scores are given accordingly.

The overall scores are considered at the end of the interview process and the best scored candidate is chosen. If other methods of selection is also used the score from the interview is fed into the overall process score and the best scoring applicant is given the job.

Even if the interview is structured, it doesn’t mean that different or new questions cannot be asked to know more about the candidate’s knowledge, experience and skills. But if the interviewer stays on to the predetermined set of questions, it will not allow the interviewer to know more about the candidate’s potential to make the correct decision.

The personnel who conduct the interview process should be well trained in interviewing skills and they should also be aware of the questions that they should and shouldn’t ask to the candidate.

Some types of qualities of the applicant can be very effectively tested through Psychometric testing. The term Psychometric testing is sometimes considered as confusing but actually It means that a ‘mental measure of the candidate is tested’. The general divisions in Psychometric testing are Personality Profiling, Ability testing and Aptitude testing.

Only the properly qualified staff should conduct the process of Psychometric testing. According to the British Psychological Society (BPS), Psychometric testing has two level qualifications which are – Level A, that covers the Aptitude testing and Ability testing and Level B which has personality profiling. The qualifications of the external consultants should always be verified by the organisation to carry out this method of testing.

The feedback of the applicants on their performance is vital and it is also advisable that the applicants be aware of how the information from the tests are utilized in the decision making process. Personality tests results are not considered as primarily results but is used combination with other tests or applicant information, as the results from this method of testing is undependable.

Ability tests can also be used in the same manner, but most organisation use Ability tests as elimination tests by keeping minimum marks in the test and the candidates who attain more than the minimum marks are advanced to the next stage while the rest are rejected.

Applicants attending the interview or recruitment process should be informed that Profiling/testing will be used in the selection process. The applicants should also be given a mock-up of the type of test that they will have to undergo in the selection process.

The organisation should be cautious of the claims made by the companies that outsource the test in relation to their tests.

The information given in the Test manual should be checked by the organization or get an independent trained consultant to do this.

It can be found that testing agencies may not disclose data relating to equal chance and this should be considered as a unenthusiastic impact of these tests on minority groups.

Sometimes it is seen that the personality of an individual affects the aptness for some job posts. This is where personality Profiling comes in use. But the answers to personality profiling cannot be termed as right or wrong.

Individuals are put through questions that identify a particular behavior which are suited better for the job than others. Therefore it is necessary that people who conduct the selection process are well aware of the characteristics required by a person to do the job well.

In this method the applicant is given a topic and a time limit to prepare for the topic and then the applicant has to provide a presentation on that topic. The method of presentation is often used as a selection tool, it is preferred more in senior job vacancies. In very few organisations the topic for the presentation is sent to the applicants along with the interview letter. But now it is common that the topic is given to the applicants on the same day of the selection process or interview so that the applicant has enough time to plan for the presentation.

In this method the candidates are set into different groups and candidates are given a role-play or topic exercise and are asked to discuss the given role-play or topic within the group. Mostly debate is given as an exercise. When the role-play or topic discussion is under progress the observers who are in search for particular attribute award marks or point to each candidate. This exercise needs six or more candidates to make it a meaning full exercise and more number of observers or valuators to evaluate the candidates properly.

Assessment centre techniques are very old method of selection as it was used to select officers in the period of Second World War. Multiple testing process is the basic principle for this selection method. Usually this method includes group exercises, presentations, ability testing, in-tray exercises aptitude testing and personality profiling.

The important matter for all testing is to make sure that there transparency about what aspects are to be tested and that the test is appropriate. The assessment centre should be clear about the important aspects of the job and should evaluate the candidates according to those aspects.

An assessment centre should be neutral and fair. It should give candidates lacking academic background the chance to show their abilities and skills. It indicates that applicant attending Assessment centres should be having practical equalities support.

We have discussed in detail the different methods of selecting an applicant for a post. It cannot be said that a particular method should be used for a recruitment process. First the type of person required for the particular job should be determined. The academic level, work experience, mental abilities etc required for the job should be finalized. Then the most suitable recruitment process for selecting the candidate should be used.

The recruitment and selection process of tesco are carried out entirely at different phases. During the recruitment it announces its post initially in the intranet. For external recruitment tesco uses its site for advertising. The selected applicants have to attend an interview followed by attendance at an assessment center for last stage. During the selection stage the applicant CV is thoroughly studied by the selectors and the company provides a ‘ job type match ‘ tool so that the applicants could get a clear idea of where they might suite

All the applicants of Mercedes have to attend an initial stage interview. The candidates selected from the initial stage have to either attend an assessment centre or for an interview followed by series of selection tests.

The recruitment process of Microsoft takes place in 3 different rounds. The first round is the shortest one where the CV is reviewed. The second is the longest one where the candidates have to speak to different people on-line. The candidates will be asked many questions from areas such as logical thinking, background, dept. After this the HR dept will handle the team player skills which will take around 30-45 minutes. The third round consists of technical questions where the candidate will be asked to talk face to face with Microsoft employees.

The selection process of McDonald starts with an initial online psychometric test which gives an initial score. The candidates then have to attend a 2-day assessment in a restaurant after the first stage interview and is offered OJE. Candidates who successfully completed at OJE will be then send to a final interview where the manger decides whether to hire or not the applicant.

The recruitment process of virgin blue generally carried in 7 sessions. The 1st one is called interview which can be either face to face or tele conference. The applicants then must go through group session, reference check, health assessment, psychometric testing, validation of certificates and finally police checks.
The company has improved its recruitment process by introducing online verbal and numerical reasoning (PSL) which replaced paper-based testing. The company also uses PSL to give additional information to the recruitment process.

The selection process of IBM carries out in four different stages. The applicant has to fill the form and must go through the online test in the initial stage. The selected applicants have to the attend interviews where they will be asked questions from different areas like algorithm, programming etc.Once the candidate successfully finishes the interview the company uses assessment centers which will check your verbal and non-verbal communication and so on.

The first one is called online application which itself is divided into two segments called biographic data and self assessment. The former one includes the personal details and the latter one consists of several competency based questions. Next comes the situational judgement testing where the candidates will be introduced to a number of hypothetical scenarios and challenging situations. The next one is called telephone interview where the candidate will be asked to discuss from areas: motivation for joining sony and competency based scenarios.now the selected candidates will be send to assessment centres.

During the first phase the candidates will be asked questions from areas like aptitude, verbal and computer science subjects. The selected candidates then have to attend the technical interview which is to test the consistency and technical skills. And during the last phase he will be asked questions from areas like leadership qualities and teamwork.

In the first stage the candidates have to submit their CV and in some cases they have to complete an online form, and in rare cases they may have an initial phone interview. In this stage the behavioural abilities, technical skills and background reasons for wanting RBS may be explored. The next stage deals with selected role that the candidate have to face a face to face interview and when everything has gone well an offer letter will be issued.

Once the candidate profile has been received it will be shortlisted by recruiters and the candidates will be called for interview. Once the candidate get through this interview session , they will be asked to submit documents and background verification will be carried out. If the candidate clears all these stages an offer being made.

When coming to the recruitment process of Samsung, initially the HR dept does a deep analysis of the job requirements and will note down the traits. Then for the requirement more importance is given to attitude, openness and team work capabilities that should go along with his technical knowledge.

The recruitment process of mazda starts with their candidates application form and it will be shortlisted for the role. The successful candidates have to then attend an assessment center which the company hold for external recruitment. The final stage is the interview with the line manager and one person from all the departments.

The first two stages are the same like the rest of the companies. In the third stage numerical and verbal reasoning assessments are carried out and the qualified candidates are send to an assessment center where the company will assess the needed skills that the candidate should acquire. If the candidate have got what the company needs he will be appointed.

In the initial stage the candidates form will be scored. The selected ones should attend group challenges , one-to-one interview and candidates who got selected will get a chance to know whats happening behind the scenes.

Barclays uses a number of methods to find out their choices. In many cases they use minimum of two from the following.

British gas uses its recruitment process starting from application form through online. The selected candidates may be invited for online testing and then for interview. Finally they might be invited to attend an assessment.

Kelloggs uses a six stage recruitment process for its employees which includes assessment, ability tests, personality questionnaires, interviews, group exercises and play role exercises. Here the group exercise is designed to assess a number of competencies.