Methods of selection
There are three main groups of selection methods that are commonly used by the corporate world, namely:
- Methods of direct selection
- Methods of indirect selection
- Selection through the use of third parties (intermediaries or subcontractors,etc.)
The main difference between direct and indirect recruitment methods is that the organisation sends a representative who contacts potential candidates (which is the direct contact) in the case of direct recruitment, whereas in the case of indirect recruitment methods, candidates are informed about the vacancy(s) through various advertising/job advertisement channels.
1. Methods of direct selection:
One of the main methods of direct recruitment is through presentations and contact with universities and specialized schools. Companies send a representative from the HRM department to the educational institutions (HEIs) to meet potential candidates. Job seekers are introduced to the company and its vacancies, as well as the skills required to perform the job. In theory, the employing company meets candidates with the help and mediation of the career centres in the educational institutions. A short familiarisation session is held with potential candidates prior to the actual recruitment and interview process. If there are no such career centres, contact is maintained with the management of the MA. Also, the prospective employer can obtain information about the candidates' learning outcomes and achievements again through the career centre or the MA management.
Nowadays, companies use different methods to attract candidates, such as holding seminars, participating in career events and forums. These are all direct recruitment methods.
Statistics show that through direct recruitment method companies recruit mostly candidates from academic disciplines and specialties like engineering,management and medical sciences.
2. Methods of indirect selection:
In indirect recruitment, the company uses advertising and advertising channels such as posters, radio, job sites, magazines and specialist publications to reach potential candidates. In these cases, information about the vacant position is presented - requirements, duties, type of work (full-time, part-time, seasonal, etc.), location of work, contact(s) to apply, etc. In some countries it is customary to advertise the salary for the position as well.
Indirect selection methods are mainly used in the following three situations:
When the company does not have a suitable employee who is promoted to a higher position.
When the company is new in the region and wants to reach potential good candidates in the market.
To fill a newly opened position in a specific department - scientific,technical, engineering, for example.
Some organisations also use advertisements in which the company name is hidden. However, practice shows that this creates uncertainty and can reduce the number of applications.
3. Selection through the use of third parties:
Where third party services are used, assistance is obtained from people or organisations outside the company. These are usually consultants or recruitment agencies, referral programmes, industry organisations, candidate databases (from job sites, for example), etc.
