Employee Recruitment & Selection in Telecommunication Industry

  A recruiter in any organization is going through much pressure during the selection of the most suitable job candidate, as the recruiter is the one who makes a decision and this decision must be right for the wellbeing of the company (Bogatova, 2017) . To hire the most talented employees, an HR manager has to take into consideration diverse criteria (Bogatova, 2017) . Organizations need to choose selection methods that are suitable FOR the job. Giving the type of job, these methods should be consistent (Argue, 2015) . The employee selection process itself is a follow-up to other personnel activities, especially work analysis and employee need planning. Only after the implementation of the above activities, a selection goal can be established, which builds the enterprise’s selection strategy, respectively the selection process (Smerek, 2018) . According to (Abdi, 2018) , Figure 03 illustrates the types of selection methods. Figure 03- Types of Selection Methods     ...

  Selection can be defined as the process of determining from among the applicants which ones can best fit the job specification and should be offered positions in the organization   (Sisay, 2011) . In this definition, selection involves deciding, if an applicant has the personal qualities that match the job requirements.   (Armstrong, 2003) defines selection as "the process of picking (out of the pool of job applicants) with requisite qualifications and competence to fill the job in the organization". However, the selection is much more than just picking the "best athlete". Hence, selecting the right set of knowledge, skills, and abilities which comes in package in human being - in an attempt to get a "fit" between what the applicant can do and wants to do and what the organization needs (Millmore, 2007) . Selection Responsibilities The process of searching for a new employee is customarily initiated by managers who decide that they need to add to staff ...

  According to Anwar & Qadir, (2017, in the recruitment process there are several types of   methods but which are narrow to two main methods which are: narrow to two main methods which are: Internal Recruitment Internal recruitment is cost-efficient, to support employee satisfaction and morale. Spend some time in the recruitment or Encourage current employees before looking outside the company for talent (Abdullah & Abdul Rahman, 2015). Nothing is more disappointing than the employee, who works hard to get promoted, to see someone new take over the position Deserved or desired (Demir, Mahroof, & Sabba Kahn, 2020). Promote within the organization involves less training and transition (Abdulla 2019). Human resource planning to Internal recruiting because it is faster and easier to find needed employees when you planning to fill a vacant position on time and managers improve their decision making in the recruitment process using other choices (Ali, 2021). On internal...

  Recruitment and selection are two important functions of human resource management (Naveen & Raju, 2017) . Technically speaking the function of recruitment precedes the selection function (Naveen & Raju, 2017) . Recruitment and selection are the two phases of the employment process but there is a difference between the two (Omolade, Emmanuel, & Oladunni, 2014) . Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization while selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts (Omolade, Emmanuel, & Oladunni, 2014) . Recruitment and selection are vital functions of human resource management for any type of business organization (Gamage, 2014) . The quality of the human resource the firm has heavily depended on the effectiveness of these two functions (Gamage, 2014) . Recruiting and selecting the wrong candidates who a...