Employee-Selection Practices and Public Relations

2001 ◽  
Vol 25 (1) ◽  
pp. 57-65
Author(s):  
Robert L. Boucher ◽  
Kevin Morese ◽  
Patricia L Chant
Keyword(s):  
Public Relations ◽  
Drug Testing ◽  
Selection Process ◽  
Employee Selection ◽  
Corporate Image ◽  
Job Descriptions ◽  
New Employees ◽  
Hiring Process ◽  
Area Of Concern ◽  
Recruitment And Selection

The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants.This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive outcomes from a public relations standpoint. The “recruitment phase” of the process is extremely important when leaving applicants with a favorable impression of an organization. Keep in mind that numerous individuals who do not ultimately secure a position, are subject to forming impressions by being exposed to advertisements, job descriptions, Websites and various other forms of communication.The second important phase of hiring that has potential for the creation of impressions is the “interview process.” While the interview is the most widely employed yet least understood, techniques used in the hiring process (Boucher, 1991), there is no question that indelible impressions are formed during this phase. Both employer and candidates for positions invariably “exchange impressions” during an interview to the extent that initial (and in some cases lasting) attitudes are formed. It is also apparent from the literature that “extra-viewing” techniques such as panel interviews, drug testing, and personality tests, often are viewed as demeaning by applicants.The last, but certainly no less important, area of concern is the “post-selection” activities. Several authors cite a number of practices that treat unsuccessful candidates very disrespectfully. A more enlightened approach would be to treat unsuccessful candidates as potential hires in subsequent job searches. Even if these individuals never apply for positions in the future, the objective should be to have them treated with the utmost attention to human dignity. As such, countless individuals who apply for positions within organizations will form positive impressions of that organization consistent with comprehensive public relations policies.The hiring process should be considered as just one of the efforts of creating, communicating, enhancing, and maintaining a corporate image that is critical to an organization's success (Brendsel, 1993).

scholarly journals Challenges in Recruitment and Selection Process: An Empirical Study

Challenges ◽  
2019 ◽  
Vol 10 (2) ◽  
pp. 35 ◽  
Author(s):  
Sophia Diana Rozario ◽  
Sitalakshmi Venkatraman ◽  
Adil Abbas
Keyword(s):  
Empirical Study ◽  
Knowledge Economy ◽  
Employee Retention ◽  
Selection Process ◽  
Employee Selection ◽  
Critical Factors ◽  
Recruitment And Selection ◽  
The Right ◽  
Interview Panel ◽  
Critical Aspects

Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

scholarly journals Analysis of Labor Planning on PT. Ganda Saribu Utama Binjai

2021 ◽  
Vol 4 (1) ◽  
pp. 1368-1373
Author(s):  
Jonner Lumban Gaol ◽  
Sarman Sinaga ◽  
Lukman Nasution
Keyword(s):  
Selection Process ◽  
Job Analysis ◽  
New Employees ◽  
Employee Recruitment ◽  
New Employee ◽  
Employee Acceptance ◽  
Recruitment And Selection ◽  
Acceptance Tests

Considering the recruitment and selection process for the company is very important to support the success of the company in achieving goals. With selective recruitment and selection will provide value for the company. The quality of the company will also improve better with competent and qualified employees. The discussion in this study is to analyze the labor planning. The results of the analysis on PT. Ganda Saribu Utama Binjai in the implementation of labor planning at PT. Ganda Saribu Utama Binjai is carried out several steps, namely: Job analysis, receiving applicant data, analyzing cover letters that have been sent to the company, conducting new employee acceptance tests, interview calls, reference examinations, and granting decisions on the acceptance of prospective new employees. And there are some obstacles that become obstacles in the company in hiring employees, which among which there are prospective employees who are dishonest, there are prospective employees who are not in accordance with the company's standards, with some obstacles, the company does things that can overcome problems in employee recruitment, starting with the implementation of selection in accordance with company procedures, and making specification adjustments in accordance with company standards.

scholarly journals ANALISIS REKRUTMEN & SELEKSI KARYAWAN BARU DI PT BARUNA DIRGA DHARMA, JAKARTA

Epigram ◽  
2019 ◽  
Vol 15 (2) ◽  
Author(s):  
Nurfarizki Nurfarizki ◽  
Narulita Syarweni ◽  
Dewi Winarni Susyanti
Keyword(s):  
Qualitative Research ◽  
Selection Process ◽  
Sampling Technique ◽  
Recruitment Process ◽  
New Employees ◽  
Purposive Sampling ◽  
Employee Recruitment ◽  
New Employee ◽  
Recruitment And Selection

AbstractNurfarizki. The Analysis of the new employee recruitment & Selection Process at PT Baruna Dirga Dharma, Jakarta. 2018. The purpose of this research is to find out how the recruitment process is, to find out what factors influence the selection recruitment process, and the obstacles and solutions of the new employee barriers of PT Baruna Dirga Dharma. This research is a qualitative research. With a total of three informants, consisting of the Director, staff and HRD supervisors. Determination of informants is done by using purposive sampling technique. Data collection was carried out through observation, interviews, and documentation which were then analyzed qualitatively qualitative. The results show that the process is the factor in recruitment and selection, which begins with the planning of new employees, FPPK approved by the executive, and determining the source of recruitment. The selection process is selecting job applications, interview, psychotest, medical chech ups, offering letters, work agreements, filing & document records.Keywords: Recruitment, Selection, Human Resources.AbstrakNurfarizki. Analisis Proses Rekrutmen & Seleksi Karyawan Baru di PT Baruna Dirga Dharma, Jakarta. 2018. Tujuan penelitian ini adalah untuk mengetahui bagaimana proses rekrutmen, untuk mengetahui faktor-faktor apa saja yang mempengaruhi proses rekrutmen seleksi, dan hambatan serta solusi dari hambatan karyawan baru PT Baruna Dirga Dharma. Penelitian ini merupakan penelitian kualitatif. Dengan jumlah informan sebanyak tiga orang, terdiri dari Direktur, staf dan supervisor HRD. Penentuan informan dilakukan dengan menggunakan teknik Purposive Sampling. Pengumpulan data dilakukan melalui observasi, wawancara, dan dokumentasi yang kemudian dianalisis secara deskriptif kualitatif. Hasil penelitian menunjukan bahwa proses yaitu faktor dalam rekrutmen dan seleksi yaitu diawali dengan perencanaan karyawan baru, FPPK yang disetujui executive, dan menentukan sumber rekrutmen. Adapun proses seleksi yaitu menyeleksi lamaran kerja, interview, psikotest, medical chech up, offering letter, perjanjian kerja, filing & record dokumen.Kata Kunci: Rekrutmen, Seleksi, Sumber Daya Manusia.

scholarly journals THE EFFECT OF RECRUITMENT AND EMPLOYEE SELECTION ON EMPLOYEE PLACEMENT AND ITS IMPACTS TOWARDS EMPLOYEE PERFORMANCE AT PT SRIWIJAYA AIR

2017 ◽  
Vol 3 (1) ◽  
pp. 101
Author(s):  
Sarinah Sarinah ◽  
Rahmat Simon Gultom ◽  
Asep Ali Thabah
Keyword(s):  
Path Analysis ◽  
Analytical Method ◽  
Employee Performance ◽  
Employee Selection ◽  
Direct Influence ◽  
New Employees ◽  
Recruitment And Selection ◽  
Variable Influence ◽  
Selection Of ◽  
A Performance

Sriwijaya Air realizes the importance of candidates selection of process, because this process will result in employees in accordance with the prescribed qualifying so as to achieve a performance from these new employees. The purpose of this study was to determine the effect of the implementation of the recruitment and placement of employees selection and its impact on the performance of employees of  PT Sriwijaya Air Jakarta. The analytical method used is the method of path analysis. The results showed that recruitment and selection variables  influence significantly on the placement of employees. Likewise, employee placement variable influence significantly on the performance of employees of PT Sriwijaya Air Jakarta. However, only recruitment variable that Significantly influence on employee performance. Recruitment is one - the only variable that has direct influence on employee performance. While selection and placement of employees variable do not affect the performance of employees.

“With recruitment I always feel I need to listen to my gut”: the role of intuition in employee selection

2014 ◽  
Vol 43 (4) ◽  
pp. 606-627 ◽  
Author(s):  
Andrew Miles ◽  
Eugene Sadler-Smith
Keyword(s):  
Design Methodology ◽  
Resource Constraints ◽  
Selection Process ◽  
Employee Selection ◽  
Small Scale ◽  
Content Type ◽  
Person Environment Fit ◽  
Recruitment And Selection ◽  
Depth Interviews

Purpose – This qualitative study of managers’ use of intuition in the selection process aimed to understand if and how managers use intuition in employee hiring decisions and suggest ways in which the use of intuition might be improved. The paper aims to discuss these issues. Design/methodology/approach – Semi-structured, in-depth interviews were conducted with managers from a range of backgrounds, and with varying experience of recruitment and selection. Findings – Findings revealed that reasons for the use of intuition included personal preferences, resource constraints and recognition of the limitations of more structured approaches. Intuition was used an indicator for performance, personality and person-environment fit. Intuition tended to be used with requisite caution; participants were aware of its limits, the potential for bias and the difficulties in justifying its use; several participants used their intuitions in concert with more structured, non-intuition based approaches. Research limitations/implications – The small-scale investigative study has limited generalisability. The paper concludes with five specific recommendations on how to improve managers’ understanding and use of intuition in employee selection. Originality/value – Despite increased interest in intuition in management there is a paucity of qualitative studies of intuition-in-use in management in general and in personnel in particular. This research helps to fill this gap.

DESIGN COMPUTER-BASED APPLICATION FOR RECRUITMENT AND SELECTION EMPLOYEE AT PT. INDONUSA TELEMEDIA

CCIT Journal ◽  
2011 ◽  
Vol 4 (2) ◽  
pp. 185-196
Author(s):  
Tri Pujadi
Keyword(s):  
Selection Process ◽  
Computer Based ◽  
Recruitment And Selection

This report contains about one of the applications that used by PT. Indonusa Telemedia. The function of this application to facilitate the recruitment and selection process of the company employee’s candidate. The process becomes more efficient because the application can organize the employee candidate data, interview status (proceed, hire, keep, and reject), and his comments based on the interview. The benefit for the company that uses this application is that they can increase their level of efficiency, such as in time and man labor. The level of efficiency can be increase because this application can sort the employee’s candidate data as the request of the department that request addition of employee and centralizing information in one application database.

Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 745-763
Author(s):  
Akhila Rao ◽  
Shailashri V. T ◽  
Molly Sanjay Chaudhuri ◽  
Kondru Sudheer Kumar
Keyword(s):  
Selection Process ◽  
Secondary Data ◽  
Manpower Planning ◽  
Future Research ◽  
Technological Advancement ◽  
Employee Recruitment ◽  
Recruitment Practices ◽  
Modern Business ◽  
The Government ◽  
Recruitment And Selection

The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.

Stakeholder responses toward fast food chains’ CSR

2018 ◽  
Vol 23 (1) ◽  
pp. 117-138 ◽  
Author(s):  
Yeonsoo Kim ◽  
Mari Luz Zapata Ramos
Keyword(s):  
Public Health ◽  
Social Issue ◽  
Public Relations ◽  
Fast Food ◽  
Corporate Image ◽  
Food Chains ◽  
Supportive Communication ◽  
Content Type ◽  
Health Related ◽  
The Impact

Purpose The purpose of this paper is to examine how stakeholders perceive the motives behind fast food companies’ public health-related corporate social responsibility (CSR) and general social issue-related CSR initiatives, and their responses toward CSR in terms of supportive communication intent, investment intent, and purchase intent. The authors further examine the impact of perceived CSR motives on intent and whether a healthier chain image has an effect on stakeholder responses. Design/methodology/approach An online experiment was conducted. This study employed a randomized 2 (CSR type: health-related CSR vs generic social issue-related CSR)×2 (chain image: healthier chain vs general fast-food chain) full factorial design using general stakeholder samples. Findings For an ordinary fast food restaurant, generic social issue-related CSR programs elicited significantly more positive perceptions of CSR motives, supportive communication intent and investment intent, than public-health related CSR. When a company has a healthier image, stakeholders do not distinguish between CSR types. Stakeholders perceive both CSR types as stemming from mutually beneficial motives and show neutral to slightly positive reactions to both CSR. A positively perceived CSR motive plays a determinant role in anticipating communication, investment, and purchase intents. Originality/value This is the first study that examines stakeholder perception of motives behind and responses toward fast food chains’ health-related vs generic social issue-related CSR initiatives, in light of corporate image. The study findings help public relations practitioners, public health professionals, parent groups, and legislators understand stakeholders’ reactions toward CSR initiatives in the fast food industry and help them monitor practices for improvements.

scholarly journals Professional and Social Adjustment of Women Employees in Higher Education Institutions: A Regional Perspective

2021 ◽  
Vol 2 (1) ◽  
pp. 343-351
Author(s):  
Iram Parveen ◽  
Muhammad Uzair-ul-Hassan ◽  
Humaira Zainib
Keyword(s):  
Higher Education ◽  
Social Adjustment ◽  
Selection Process ◽  
Higher Education Institutions ◽  
Vital Role ◽  
Working Environment ◽  
Women Employees ◽  
Recruitment And Selection ◽  
Promotion Process ◽  
Effect Of Age

To safeguard the rights of women for professional and social adjustment in a society, higher education institutions can play a vital role. This study was designed to find the factors that affect the professional and social adjustment of women employees concerning gender discriminating culture in higher education institutions. Women employees from 4 universities were conveniently taken as a sample of the study. The sample size was (n=160). Inferential statistics; t-test and one-way ANOVA were used. The study concluded that women employees were satisfied with: recruitment and selection process; assignment of wages; workload; leaves rules; promotion process; dealing of head and professional development practices, while, they were not satisfied with: duty hours; career development; decision-making process, existing co-working environment and social adjustment. No effect of age, qualification, designation except experience on professional as well as on social adjustment was significantly observed.

scholarly journals ACADEMIC STAFF SELECTION IN THE SULTANATE OF OMAN – THE CASE OF COLLEGES OF TECHNOLOGY

2020 ◽  
Vol 5 (11) ◽  
pp. 128-145
Author(s):  
Khamis Said Nasser Al Muniri
Keyword(s):  
Selection Process ◽  
Academic Staff ◽  
Inductive Reasoning ◽  
Structured Interviews ◽  
Government Officials ◽  
Main Method ◽  
Colleges Of Technology ◽  
College Of Technology ◽  
Research Findings ◽  
Recruitment And Selection

This paper looks at the academic staff selection practices at the Colleges of Technology in Oman. An inductive reasoning or bottom up approach was used in this research project. The main method of data collection used was semi-structured interviews conducted with selected government officials whose position and experience would enable them to provide useful data on the issues being explore. Some of the main findings of the research was that the interviewers predominantly conducted unstructured interviews and the interviewers had not received any training on how to conduct interviews and carryout the selection process. In addition, the interviewers did not have any standard selection criteria when recruiting academic staff to the college of technology. The research findings will help administrators in Oman to improve the recruitment and selection process of academic Staff.

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