Recruitment Process

Direct applicants and referrals tend to be inexpensive and to generate applicants who have self-selected; this source risks charges of unfairness, especially in cases of nepotism. Electronic recruiting gives organizations access to a global labor market, tends to be inexpensive, and allows convenient searching of databases. Newspaper and magazine advertising reach a wide audience and may generate many applications, although many are likely to be unsuitable. Public employment agencies are inexpensive and typically have screened applicants.

Private employment agencies charge fees, but may provide many services. Another inexpensive channel is schools and colleges, which may give the employer access to topnotch entrants to the labor market. According to Samsung Electronics America Site (2014) besides normal recruitment process, they also recruit through internship process. New employees are recruited through a number of channels, one of which is their internship program in universities, colleges. Among the 3,624 new recruits in 2009 who hold a bachelor’s degree or higher, 812 were picked through the internship schemes.

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Recruitment Process Internship process *SAT: Samsung Aptitude Test Source: Samsung Electronics America Site Local employees are one of the most focused human resources of Samsung Electronics, because local employees have a good understanding of their capacitive markets, abilities and skill to cater to their own local needs. The recruitment processes are different depend on which area, such as Europe and America, Samsung Electronics usually hold on-campus recruiting events at major universities twice a year.

Furthermore, the area of emerging countries such as China, India, and Russia, Samsung Electronics often hold recruiting events tattoos fairs. The Samsung Electronics America Site (2014) responded that the Global Scholarship Program (SSP), program under which outstanding talent from various countries are chosen to enroll in the MBA aerogram at Seoul National University and Gunnysack University. It allows Samsung Electronics to select outstanding young people around the world and nurture them into future leaders of our operations.

Both recruitment and selection play an important role in the organization. Meanwhile, the recruitment tends to the process of determining and motivating potential staffs to apply for jobs, selection is interested in choosing the right candidates from the pool of applicants. Any organization that appreciates the competitive edge provided by good people must take the utmost care in choosing its members. The organization’s decisions about selecting personnel are central to its ability to survive, adapt and grow.

Selection decisions become especially critical when he organizations face tight labor market or must complete for talent with other organization in the same industry. If a competitor keeps getting a best applicant, the retaining companies must make do with who is left. The importance of recruitment and selection procedure The reason to illustrate the importance of section procedure in the organization is work performance that relies on individuals and the best way to improve as well as increase the working result is to hire people who have the competence and the willingness to work for the company.

Therefore, the main purpose Of the selection process is for the sales manager to get information about the resource of candidates and to approach their qualification levels to identify the best candidate to suit with the position that are opened. None et al. (2014) suggests there are five crucial steps in the selection process known as: For example, imagine that Samsung needs 100 engineers highly skilled for Ho Chi Mini area to develop a Galaxy Note Edge with an innovation regarding curve screen.

Given that this role requests a seldom set of skills, it will be very hard to recruit people who already have those skills. Samsung will allow all applicants that have applied for the position fill in an application form to elect information about their curriculum vitae such as their background, education and work experiences. All these engineers must also send in their C.v. during the interview process. After that, all forms are handed in; applicant ants will be tested with intelligence test and capability tests.

These tests will be employed to identify the strengths and weaknesses of applicants. The following stage will be to personally interview to seek the potential applicants that suit for the position of the company. The candidates will appear in front of the sales managers of Samsung and a build on the questions will be squired to the applicant. Then, the sales managers will carry out background verification on the prospective candidates to look at their past achievements and education to verify the information with the application forms Of candidates.

Once all applicants have finished the interview process, next the sales managers will gather the top ten or more applicants for the engineer positions in R&D department. If the top ten applicants are still interest in the position, the sales managers will describe the responsibilities of the job position and provide them the job. Besides, another supporting in the election of salespeople is the use of role playing to assess the selling prospective of candidates. This consists of setting them individually in selling situations and evaluating how well they perform.

It can be explained that many tests tend to measure interest of the candidate rather than sales ability because the sales manager understands the interests of successful salespeople and uses tests to exploit if potential new recruits have similar interest patterns. For instance, there are some instances, the sale manager can set a special test for the engineers that tend to measure the interest of hem rather than sale ability because the sale manager understand the interest of successful candidates is a key for workplace productivity of Samsung.

Thus, selection might concentrate on determining the people with the potential to develop some skills. It seems also be that there are some tasks within the control room environment that are so difficult even after training. This might show that equipment re-design or task re-design is required so selection would concentrate on identifying those with the capability to work with the re-designed equipment or task because of an effective workforce is not only the product of effective selection.