Job Analysis and Recruiting Methods

Chapter 1

Staffing, Systems and Strategy

Bernard O’Meara

Chapter Learning Objectives

After reading this chapter and undertaking the review questions you will:

• Value the contribution that effective systems-based strategic recruitment and selection makes to an organisation

• Understand the complex relationship between people, performance and profit-desired outcome

• Appreciate the application of systems theory to recruitment and selection • Be able to apply strategic methodology to recruitment and selection • Differentiate between traditional recruitment and selection methodologies

from systems-based strategic approaches • Create a contemporary systems-based strategic recruitment and selection

strategy after gathering the requisite knowledge from this chapter

1.1. Introduction

In today’s highly competitive global market, organisations are investing heavily in identifying those who can add value to, and lead, their organisations successfully into the unknown future.

The change from an industrial society to a technological society created change and challenges not previously experienced. Yet, a further change to a knowledge- based society is already occurring. Therefore the knowledge, competencies, experi- ence and networks of existing staff need to change in response to establishing or entering new markets, seeking new opportunities and meeting new challenges.

The use of information technology (IT) allows stakeholders to monitor organisa- tional performance as well as the contribution made by managers and executives. Any changes in the performance of organisations are highlighted quickly by the

The Handbook of Strategic Recruitment and Selection: A Systems Approach

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