The information exchange in the recruitment and selection process provides applicants with an objective description of the company and the position, while the applicants provide information about their qualifications, training and experience.
Well establsiehed companies such as A G Bell Ltd project a favourable image; stress opportunities for personal growth and development; highlight potential challenges; and indicate promotion possibilities.
Of course, a number of techniques and instruments will reveal this information about the applicant. The managerial candidate can only tolerate a reasonable amount of intervieweing, testing and disclosure of personal information. Perhaps it is the duty of the managers to exercise prudence and request only information that is essential and relevant to the job.
By contrast, where skills are relatively scarce, where recruitment is costly or where it takes several weeks to fill a vacancy, turnover is likely to be problematic from a management point of view. This is especially true of situations in which you are losing staff to direct competitors or where customers have developed relationships with individual employees as is the case in many professional services organisations
An organizational structure is composed of various positions designed to accomplish systems, goals, and objectives. Variety of managerial activities is essential to keep those positions staffed with personnel who have the knowledge, the skills, and he motivation to perform the roles effectively. ...