Evaluating the Recruitment and Selection Process in an Organization

Nature and Composition of the Workforce

1.How does the organization approach the nature and composition of the workforce? For example, does it emphasize low cost or high performance? —Internal or external labour markets?
2.How many positions are filled annually? How many applications are received for each vacant position?
3.What methods are used to recruit applicants?
4.What is the general approach to selection (i.e., statistical, judgmental, or a combination of the two)?
5.What selection devices or methods are employed?
6.Are these selection devices or methods validated? How?
7.Does the organization attempt to evaluate the effectiveness of its R&S system? If so, how? Which model does it apply?
8.Is the R&S system integrated into the organization’s strategic management system? If so, how? If not, how would you describe the relationship between the two systems?
9.To what extent does R&S abide by human rights principles at each stage of the process? Be specific.
10.In what other ways could the R&S process be evaluated either positively or negatively?
In light of the above issues, what recommendations would you make to improve the R&S process in the organization