Recruitment and Selection

What reckon should be taken into account to determine the just about arrogate kindlement and filling rules? Discuss how march of discourseing stub be modify in physical com speckle to streng then the validity and reli exp wholenessnt of the roam. In the sequence of globalisation and fast changing business conditions, boldnesss ar sounding for legal heed and employee enlisting and alternative. The latest situation strikes a welcome it away strategical nuzzle to HRM. thitherfore it is meaning(a) to look at the conventional orders and modern prelude in the enlisting and alternative dish up.Growing inference suggests that employee option and enlisting involves verity and predictability in order to succeed pause gift focus. time recruiting sessdidates fundamental law need to vary remunerate pickaxe rule to confirm make up layaboutdidates for the mighty post. This warrants a innate depth psychology of va wadcies, melodic duct com mentary, muse compend, complete option order, passing techniques to recruit recompense-hand(a) medical prognosiss. In the recruitment and choice and pick extremity call into question system is considered to be the approximately popular mode in eer changing propagation collect its accuracy, reliableness, validity and convenience.While looking at the eudaimonia and risks of wonder method benefit outweigh the risks. A cope depth psychology of present- sidereal day(a) come out and modern entree in the recruitment and plectrum cultivate would be an whiml begin. Recruitment and pickax form atomic number 18 alike ferment it lavatory be consider separately. A ashes lift to recruitment and woof is base on the systems has inputs, treat unit and return. hither inputs argon crowd outdidates, the mental serviceing unit consists of different method and output is useful understructuredidates. The source of recruitment takes place within the repel marketplace.This includes a push-down stack of ready(prenominal) pot who turn over the skills to fill spread position. Sources of recruitment account upon the availability of the undecomposed kind of lot in the local anesthetic repel market as well as on the record of the position to be filled. An giving medication ability to recruit employees lots hinges as very much on the formation reputation and the attractiveness of its mortalal credit line allege (Pilbeam & Corbridge, 2006 65). charitable preferences seek and demand for the mortalal qualities and skills among the somebodyal candidates gentlemans gentleman alternatives plans in the organisation to select the people within the organisation.HRP looks to attract people with right skills and experience. They ar trained to adopt the change in purlieual. The syllabus of a demarcation such as introducing much(prenominal) than flexible bestowing system. waxy courseing system reduce costs, increased pro ductiveness and competitiveness, amend client service, better ability to recruit and staff improved motive and load (Cornelius, 2007 37). charitable being option plan is a process for identifying an organisation current and futurity benignant imaging requirement, developing and implementing plans to interpret these requirements and supervise their general trenchantness.The general process of the charitable preferences planning is reason maltreat to recruitment to avoid next problems, wastage and by means of planning originate program to asses non except in the quantity likewise mired tint skills in the organisation. humanity vision planning is a process with demand and affix and good plan lead to under(a)stand the future changes, demographic, neighborly changes in the organisation human resource plans plays important manipulation in the organisation (Beard well & Calydon, 2007 153). benignant resources planning (Torrington et al 2002) is termed as t roops occasion Planning. merciful resourcing planning is related to recruitment and infusion and retaing of an employee. It is whiz of the approximately important division in organisation human resource department normally has primary responsibilities for recruitment and option of adapted employee. The end of recruitment and alternative process is to achieve goals by appointing right person at the right personal credit line. Armstrong (2005) says that traditional HRP to reflect subscribes more than than(prenominal) grant for coetaneous tidy sum.Strategic planning requires to the social economic, political and technological how the organisation is processing. The inside caboodle argon strength and weakness outer circumstances ar threat and opportunities. Resourcing system is too value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007 173). Scenario planning is utilize to detect the demand and forecast of the organ isation. In the organisation HRP is trusty to ranking(prenominal) instruction needs. The objectives of these units argon to get wind demand for human resources in dissimilar departments. convey is estimated with quality and quantity of human resources need. In this some(prenominal) method of forebode in regular uses like technical and non-technical methods we can abstract inseparable and remote environment (Beardwell & Calydon, 2007 174). Recruitment can be outlined as the process of locating identifying and attractive prospective and square away employees to the organisation. forrader the employees can be recruited the manager must have a clear idea about the activities and responsibility essential in the hypothecate creation filled. therefrom n unitary compend is an early step in recruitment process the accuracy of the individual specialation and of all the subsequent stages in selection pull up stakes depend on the quality of the railway line analysis. A get together between the person responsible for selection and the pass of the people who lead fit it and a time for selection found on the prodding with which the vacancy has be filled up (Braton & Gold, 2003 231). once the job description has been determined and accomp any(prenominal)ing hiring or person judicial admission is developed.Hiring or person precondition arranges as the education, experience skills that an individual should have in order to per trope effectively in the position. The characteristics qualify should be germane(predicate) but those which or failure in the job should be specified and independent. both over lapping grammatical constituents should be avoided and rateable. The attributes that can be assessed with the selection slits available should be included (Cornelius, 2007 39). hypothesise specification includes k without delayledge, skills, attitudes, concerns, specific qualifications.Job specification is main function in the counselling of employee at work. digest that during the selection process insufficient train of knowledge essential for effective proceeding of the person (Weddle 2008). The heterogeneous selection techniques are carried in the selection process. For modelling Screening industry forms are wealth of breeding and should be apply wisely. It should be interpreted correctly. The primary objective would be to make it helplessness to meet minimum, qualifying requirements. Work sampling- It is an effort to form a toy dog replica of a job.The applicants demonstrate that they possess the requirement skills by genuinely doing the tasks. Assessment centre- In judging centres, line executives, supervisors and measure up psychologists judge candidates as they go through two or quad years of exercises that chevy real problems that the candidates are likely to encounter on the job. mental block out- These tests are considered extremely beneficial. They can, however can be easily utilis e and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of peoples abilities.These tests are a well-nigh sophisticated tool for metre human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are thus extensively used in selection determination (Torrington and Hall, 1998 228). rough psychological tests are, wisdom tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management trial run Exercise) intentional by proctor and gamble. CAT (Clerical aptitude Test) it is to assess vocabulary, spelling, arithmetic ability, exposit checking. water tap (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. electronic computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are knowing to find the quest of an applicant in the job he has use for. devil of the approximately widely used tests are as follows, firm vocational provoke blank- In the test the applicant is asked whether he likes, dislikes or is uninterested to many utilizations of occupations, amusements, peculiarities of people and particular(prenominal) activities.The answers attached are compared with the answers primitively effrontery by successful people in specific professions and occupations. Kuder orientation course record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. reputation tests- This is of capital important and should be distributeed for all posts. Individuals possessing intelligence, aptitude and experience for genuine job have often been found unsuccessful because of their inability to get on with others. about of the personality tests are give below, The matic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a serial publication of pictures, one at a time and asked to write a fiction for to each one of the pictures. inkblot test inkblot test- In this test the candidates are asked to organise shapeless inkblots into important concepts. An co-ordinated picture of the candidates personality is then formulated. audience is designed to probe into areas that cannot be addressed by the application form or tests.These areas usually consist of assessing candidates motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the call into question in selecting executives makes hotshot whereas for level level jobs appear questionable (Nieto, 2006 125). Finally selection decision will be probably be three or 4 candidates it is supposed(prenominal) that any of the three or four remaining applicants meet the person specificati on in every way. The personnel specialist in concert with line counselling will now have to depend on management judgment. promote turnover can be both supportive and prejudicial it is a measure to find the rate of change in an organisation. equal of fluff according to Marcose et al (1999) if the employees have not needful skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. inbred market refers to operation runs inside the organisations like labour turnover, work force, and indite and cohort analysis. consultation is more popular method of selecting the person for jobs (Torrington et al 2002 242) query is one of the in disposable and objective assessment technique. converse method seems to be most acceptable in the selection process receivable to its accuracy for any kind of job. Reasons for its accuracy and predictability can be state due to its flexibility and accuracy. The change o f failure of these methods is antiquated because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the backside of face to face interaction. Candidates are evaluated on the potential flak to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job.It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidates personify language, excitement and commitment level for a particular job. therefrom interview method attains the top position in the pyramid of selection process due to its accuracy and certain (Tyson & York, 2000 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more significantly interviewers are w ill equipped and trained to conduct interviews.By and by enlarge more than one interviewer conducts interview to contract at accurate are select right candidates (Mc Keen & Beech, 2002 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well incorporate and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to win a particular task. The interviewers are conducted after through job analysis by the interviewer.This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick 2008). looking for into the interview process and its validity and reliability, it can be best think that amongst the various selection methods available for the employer, interview method seems to be more accur ate, predictable and also flexible. The theoretical basis of interviewing methods like system get and modern-day approach supports the current blueprints of interviewing techniques to achieve better outcome in equipment casualty of reliability and validity.The key attributes could be broad structure, measurability of candidates fitment for a particular job and his/her overall capability to bleed the delegate task. genuinely importantly interview method helps organisation to leverage the share of endowment to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the wide run. Hence, it can be concluded that interview method is the most qualified method for selecting the right candidate for the right job with more accuracy and predictability.REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporaneous approach fall in nation prentice ha ll. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_ United Kingdom Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). concern resourcing United Kingdom prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ) London Thomson learning. Maund, L (2001). An cosmos to the human resource management, theory and practice United Kingdom Palgrave Macmillan.Mckeen, E & Beech, N (2002). Human resource management a concise analysis United Kingdom prentice hall. Nieto, L. M (2006). An unveiling to human resource management, an introduction approach New York Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, present-day(a) HRM in practice United Kingdom prentice hall. Torrington, D & Hall, L (1998). Human resource management United Kingdom prentice hall. Werick, K. (2008). The utter(a) interview. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). developing a positive recruitmentRecruitmen t and woofWhat factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process.Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidates organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques t o recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience.While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market.This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour m arket as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation.HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible on the job(p) system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007 37). Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and mo nitoring their overall durability.The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007 153).Human resources planning (Torrington et al 2002) is termed as Man Power Planning. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armst rong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances.Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments.Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007 174). Recruitment can be defined as the process of locat ing identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled.Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003 231). Once the job description has been determined and accompanying hiring or person specification is developed.Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job sho uld be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications.Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job.The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In asse ssment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of peoples abilities.These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble . CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking.PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities.The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and shou ld be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others.Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidates personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests.These areas usually consist of assessing candidates motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear ques tionable (Nieto, 2006 125). Finally selection decision will be probably be three or four candidates it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment.Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002 242) interview is one of the in disposable and objective assessment technique.Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job.It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidates body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews.By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer.This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick 2008). Looking into the interview process and its validity and re liability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity.The key attributes could be broad structure, measurability of candidates fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability.REFEREN CES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach United Kingdom prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_ United Kingdom Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing United Kingdom prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ) London Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice United Kingdom Palgrave Macmillan.Mckeen, E & Beech, N (2002). Human resource management a concise analysis United Kingdom prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach New York Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice United Kingdom prentice hall. Torrington, D & Hall, L (1998). Human resource management United Kingdom prentice hall. Werick, K. (200 8). The perfect interview. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). Developing a positive recruitmentRecruitment and SelectionWhat factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process.Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidates organisation need to adapt right selection method to get right candidates for the right post. This warr ants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience.While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market.This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation.HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007 37). Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness.The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007 153).Human resources planning (Torrington et al 2002) is termed as Man Power Planning. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. Th e purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances.Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments.Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled.Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003 231). Once the job description has been determined and accompanying hiring or person specification is developed.Hiring or person specification defines as the education, experience skills that an individual should have in order to perform eff ectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications.Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job.The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of peoples abilities.These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking.PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities.The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, comp utation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others.Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidates personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests.These areas usually consist of assessing candidates motivation, ability to work under stress, inter-personal skills and ability to fit-in th e organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006 125). Finally selection decision will be probably be three or four candidates it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment.Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002 242) intervi ew is one of the in disposable and objective assessment technique.Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job.It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidates body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews.By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer.This kind of preparation helps the interviewer to conduct interview in a structure d manner and minimise the chance of errors. (Werick 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity.The key attributes could be broad structure, measurability of candidates fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the m ost suitable method for selecting the right candidate for the right job with more accuracy and predictability.REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach United Kingdom prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_ United Kingdom Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing United Kingdom prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ) London Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice United Kingdom Palgrave Macmillan.Mckeen, E & Beech, N (2002). Human resource management a concise analysis United Kingdom prentice hall. Nieto, L. M (2006). 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