Organizational Psychology Recruitment Process the Recruitment Process

Organizational Psychology

Recruitment process

The recruitment process is essential for each organization and in specific the HR departments in a bid to ensure smooth continuation of the employee workforce and a smooth transition from one generation to another.

The recruitment can be approached from two major perspectives; the organizational perspective and the applicant perspective with the later being the less complex part. For the applicant, the process will involve getting to know of job vacancies advertised on various media, sending an application and waiting for a feedback on the job interview. However, the applicant will also have to get background information on the job slot and the required qualifications. The applicant will also get to knowing the terms of employment and the remuneration as well as history concerning the jobs and employment trends of the organization.

The organizational approach is the more complex one with various steps that are mandatory for most organizations. These steps can be summarized into three major steps as applicant generation (identifying the job opening), maintaining applicant status (identifying the target population) and influencing job choice (notifying the target population) (Rynes, S.L., & Barber, A.E. (1989). Here it is worth noting that the stages are largely shared between the applicants and the organization as will be indicated.

The first step in essential since it is here that the recruiting need is identified and these gaps can be identified through an active approach and not reactive approach from the HRM department upon resignations. The HRM should constantly evaluate the possible need for more employees by checking whether there are any soon to come positions that had been budgeted for, whether there is a contract that is soon ending hence may need recruitment, as well as the expected turnover within the next few months.

The next would be to identify who or what category the company needs to recruit. At this stage also to be put into considerations are the specific worker requirements as well as the particular group to target. The organization has to decide whether the position can be scouted for internally or if there is need to have it open to the external applicants as well. The demands of the position will play a key role in this.

The third step will require the organization to notify the potentiate recruits of the available vacancies and this is normally done through advertisements on various media depending on the one that serves the organization best and fist the targeted population. Once this is done, the last stage is usually the interview stage where the most qualified and suitable for the position are taken onboard. Below is a diagram by Rashmi (2009) summarizing the recruitment process.

Organizational psychology and recruitment process

All organizations must use the scientific method to have a better grasp of the behavior of their staff members. The HRM personnel will in a way apply the theory of Katz and Kahn (1966) in coming up with a structural approach to the kind of employees they would like for the positions that fell vacant. This king of approach is realized when the advertisement outlines the specific qualifications of the job. From the outlines qualifications, the applicants also get to have the structured approach to the jobs by trying to figure out where they fit most among the advertised jobs.

The proper understanding of the organizational psychological principles will aid in grasping the management style, the culture of the organization as well as the employees needs hence taking care of all these while recruiting.

The proper understanding of organizational psychology will also help in the interview process where the interview looks forward to getting information from the client, some of which might be sensitive or hard to get. At this stage the knowledge will help the interviewer stik to the specific requirements and not get into stereotyping of sorts.

Organizational psychology will also ensure that the HRM personnel knows which kind of perks should be given to which category or type of employees in order to make the employees feel satisfied with their job (Meredyth Glass, 2012).

Organizational socialization