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Recruiting effective candidates is the most important part of an organizational procedure as they are the people who work collaboratively and follow the organizational culture to obtain the desire objectives set by company. Cole and Cole (2017) on the other hand depicts a candidate can be said to be competent if they know how to tackle business situation with correct procedure along with the skills and knowledge related with their job. Thus, experience makes a candidate efficient for a job role. However, hiring fully-formed adults not always prove to be effective way of recruitment. Rust et al. (2014) explains that in recent times age cannot be related to A- grade performance.
In Civil Engineering Research Association (CERA), Mark French should implement a round of psychometric testing so that candidate’s motivation, values, priorities and their interaction ability with others. Cole and Cole (2017) also suggested that this round should be followed with situational analysis related to civil engineering so their knowledge regarding the job roles can be assessed. These two rounds then followed by personal interview, where they should ask about suggestions that can enhance the current performance of the organization. This is a new method that is unique compared to their competitors (Kumari & Malhotra, 2013) Candidates provide appropriate suggestions by utilizing their skills and future initiatives. Thus, asking for suggestions helps Mark to find ‘A graded, experienced and competent performers irrespective of their ages. Moreover, curriculum vitae analysis can be accomplished later on by cross-checking the given references in the CV. Thus, CERA should not follow their competitors in recruitment and develop their own unique systems for recruitment for finding more effective candidates that can provide them competitive advantage compared to other companies.
Cole, G., & Cole, G. (2017). Recruitment process outsourcing: Towards effective implementation. Human Resource Management International Digest, 25(2), 34-36.
Kumari, N., & Malhotra, R. (2013). A Study of the Recruitment and Selection process: SMC Global. ZENITH International Journal of Multidisciplinary Research, 3(2), 244-254.
Rust, J., Golombok, S., Kosinski, M., & Stillwell, D. (2014). Modern psychometrics: The science of psychological assessment. Routledge.
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