Interview selection process

ABSTARCT :

The purpose of this review is to review what came in some studies and articles that talk about the topic of employment and selection during the time period between 2010 and 2020 in order to study the modalities that are carried out in these two tasks in various organizations. The review provided an explanation of both tasks, taking into account what came from the recommendations in those studies. Finally, the researcher presented a brief summary about the recruitment and selection process.

EXISTING SYSTEM :

? The information contained in a completed application form for employment is then compared to the job description to evaluate whether a potential match exists between the company's requirements and the applicant's qualifications. ? Sub-cultural distinctions or variations may still exist within the same national cultural, political, legal, and geographical context. ? Factors like "training for new employees" and "retraining existing employees" are perceived as moderately important. ? However, in Feminine countries, more appreciation is given to stereotypically female values such as co-operation, warm relationships, and caring and nurturing, while less differentiation exists between male and female roles.

DISADVANTAGE :

? When employees with criminal records or other problems use access to customers’ homes to commit crimes. ? The success of the firm depends on evolving innovative ways and resolving solutions to human resource problems. ? Political office holders and other top government functionaries should minimize or stop constant interference in the issue of recruitment and selection of staff in the public service. ? The greater the number of employee for the selection, the number of choices organization gets to select the right person for a vacant position is better.

PROPOSED SYSTEM :

• A comprehensive recruitment and selection process model was designed and proposed as such a mechanism of intervention. • The framework proposed in this study may then be used as a base for a more comprehensive study of HRM in Taiwan and for further international and comparative studies. • The proposed revisions deal with the degree of flexibility accorded management in setting work hours, the apportionment of overtime work, and national-holiday work arrangements for workers in special lines. • The models proposed in this study can then be used as exploratory frameworks for further international comparative studies.

ADVANTAGE :

? The most important study recommended that it is necessary to enhance the new form of talent acquisition, such as campus recruitment, the trainees program to employ the appropriate talents, and the evaluation of candidates during recruitment must be more efficient. ? Assess each candidates in order to choose the best person for the job Forecast performance of a candidate on the job and its compatibility with the firm. ? Employees without these requisite skills or who are abrasive would not perform effectively and the company performance will suffer to a great extent. ? The effectiveness of the enterprise selection system can affect low business outcomes, such as productivity and financial performance.