Importance of Recruitment and Selection in the Public Sector Essay

Importance of Recruitment and Selection in the Public Sector - Essay ExampleAlternatively, the validation may outsource the recruiting services from a recruitment centre, which specializes in ensuring that the right workforce with the right skills receives appointment at the right fourth dimension from the organization. However, other HR practitioners has less involvement with recruitment and plectron because these activities argon delegated to suck managers or outsourced, leaving the in-house practitioners limited to a few activities or all overseeing the process (Tinzer, 2002154). Recruitment and selection are the core roles of HR practitioners, although there are other activities that affect the policy of an organization and the outer environment. These include business contraction or expansion, manipulation legislations, skills shortage and the general economical climate. Regardless of the economic climate, the process of workforce planning is not necessarily simple. Or ganizations must predict workforce requirements in line with future corporate objectives. Over the years, the employment situation has shifted from a sellers market to a buyers market and back again, especially in the public sector, thence the approach and time spent by HR practitioners need to anticipate and reflect this (Adams, 200797). This paper seeks to evaluate and analyze the context of use within which public sector recruitment occurs, as well as the factors affecting recruitment, the involve, and place of employment legislation. Additionally, the paper seeks to provide an overview on the recruitment and selection process in the public sector, considering both skills and activities (Saunders, and Thornhill, 200965). Demographics The impact of two factors is evident on the nature of the UK workforce, both with relation to recruitment and selection processes demographic changes, and the betrothal of traditional working patterns, which include important growth in outsourci ng. The workforce is set to diversify in terms of ethnic balance, age, and gender, drawing upon changes already occurred (Hyde et al., 2001137). Concerning gender, there is a continuous trend of more women go in the labour market, raising important issue such as provision of childcare and equal pay. Concerning age, the greater longevity and falling birth rates mean that the about 46% of the UK population will be past 50, compared with only 33% in 2002. The changes in pension will also have significant impacts in this area, forcing many people to work longer. Concerning ethnicity, the government estimates that the net migration will by 2020 account for over 40% of the growth in the labour market (Caplin, and Dwyer, 200094). All the above issues are complex and important, thus public sector organizations need to take serious considerations during recruitment and other employment activities. Employers need to disembowel and retain a diverse workforce (Walliman, 200981). The complexit y of these issues is evident from analyzing and evaluating one of the elements above age. To maximize the fellowship of employees from different age chemical groups as well as encourage generational diversity, the needs and expectations of each group will need consideration in designing the jobs, in induction and in recruitment activities into the organization. Although their expectations are not homogeneous, there are