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JOB ANALYSIS Job analysis is the process of collecting, analyzing and setting out information about jobs in order to provide the basis for job description, job specification and data for recruitment, training, and job evaluation and performance management in an organization  (Armstrong, 2012).   A job analysis study offered a lot of information that could be useful in a workplace for identifying to continue education program, developing job requirements, defining incentives systems, developing training programs, and designing job performance also assessing an individual’s performance from job analysis gives a benchmark to determine employee contribution to the organization (Waters et al.,2017) According to  McEntire et al.(2006)  and  Siddique(2004) ,  job analysis is important to an organization as it delivers the value of strategic human resource management in which organizations gain a better understanding of their jobs and their employees. Job analysis ...

SELECTION CRITERIA Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires.  (Neeraj Kumari 2012) .  (Aleksandra Stoilkovska and others 2015) knows the process of selecting qualified individuals to fill vacancies in the organization. In other words, the organization will not have much chance of success if it fails to choose the people with the necessary qualifications because the main goal is to hire the best person and it is a fundamental principle in equal employment opportunities laws.   (Bernard Oladosu Omisore 2016)  says  is the process of choosing from the group of applicants who will be appointed by the institution based on specific regulatory requirements. Finally (Ayesha Yaseen 2015) explained it End res...

METHODS OF RECRUITMENT Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization (Biswas2012).  MUSTAPHA, Adeniyi Mudashiru (Ph.D)(2013) stated that the purpose of recruitment is to provide a group of candidate that is large enough to let managers select the employees they need.  Recruitment according to Nzuve (1997) refers to the discovery and development of the sources of required personnel so that sufficient number of candidates will always be available for employment in the organization.  The purpose of recruitment is to seek out or explore,to evaluate, to induce and to obtain commitment from the prospective employees so as to fill up positions required for successful operation and organization,  MUSTAPHA, Adeniyi Mudashiru (Ph.D)(2013)  define it as the process of creating a group of qualified candidates for vacancies within organizations. There are various methods of recruitment but f...

INTERVIEW PROCESS: There are many steps that are taken in order to perform the Interview process correctly. MUSTAPHA, Adeniyi Mudashiru 2013 study mentioned these common methods that are used :  Initial or preliminary interview:  This initial interview is usually quite short and has as its objective the elimination of the obviously unqualified. In many instances it is a standing interview conducted at a desk or railing. MUSTAPHA, Adeniyi Mudashiru 2013  Application Blank:  One of the general principles of hiring procedures is to assign each step information objectives that can be best obtained by the methods of that particular step. Factual information should be obtained by means of an application blank,  MUSTAPHA, Adeniyi Mudashiru 2013 References:  The purpose of the reference check is to obtain information about past behavior of applicants and to verify the accuracy of information given on the application blank,  MUSTAPHA, Adeniyi Mudashiru 201...

RECRUITMENT: Recruitment is the process of finding and attracting suitably qualified people to apply for job vacancies in the organization (Opatha, 2010). Recruitment is the process of generating a pool of competent individuals to apply for employment within an organization (Ofori & Aryeetey, 2011). Recruitment is the entry point of manpower into an organization (Henry & Temtime, 2009) and the path an organization must follow from there on in order to make sure that they have attracted the right individuals for their culture and vibes so that the overall strategic goals are achieved (Henry & Temtime, 2009). The most important five key stages of the recruitment process are recruitment objectives, strategy development, recruitment activities, and process variables and recruitment result. These stages are discussed in Figure 1.0 Figure 1. A model of the organizational recruitment process (Breaugh and Strake (2000) S OURCES OF RECRUITMENT   : Basically, there are two...