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On dealing with the premiss that the practice of recruitment and selection is a long way from the recommendations of personnel textbooks distinction must be taken into account between explicit recommendations and guidelines on one hand and on the other implicit suggestions stemming from the authors own stance The implications of distancing from or identification with such explicit recommendations and implicit suggestions will be viewed in this paper as well as forms of overt and covert resistance or adhesion assumed in actual practice Also central to the argument is what the whole issue means in terms of both existing problems and potential future problems for the employer and the candidate for organizational management the labour market and macro-economic welfare and progress in generalEmployment decisions have traditionally been regarded as a privilege exclusive to management Many of the US personnel textbooks emphasize this aspect and describe the process in terms of hurdles over which prospective employees have to try to leap to avoid rejection Torrington and Hall 1991283 In the UK recruitment and selection is an issue which has in the past kept a low profile in personnel textbooks though the trend has changed eg Torrington and Hall 1991 Keith Sisson 1994 which appears to point out to an evolution from the paternalistic perspective according to which recruitment tends to be dominantly viewed from the angle of providing candidates for the selector to judgeRecommendations are being made with respect to the various stages of the process of recruitment and selection from approaching and seeking to interest potential candidates to determining whether to appoint any of them Codes of practice and guidelines for their implementation have been produced with emphasis on different aspects eg on recruitment starting with a job description and person specification by IPM on fair and efficient selection by EOC 1986 on avoidance of sex bias in selection testing by EOC 1992 on avoidance of improper discrimination by ACAS 1981 and negative bias against
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