The level and depth of the selection process depends on how much the company is prepared to pay on both advertising and on how soon they would like the potential recruit to start. We could go into great strides and discuss panel interviews, psychometric testing, group interviews, first and secondary interviews, we will only explain a model for a simple job advertisement with a single interview. Whether you use internal or external recruitment be impartial in your selection criteria, always try to go for the candidates that exemplify the best skills and qualities suitable for the position on offer. The whole point of the interview process is to determine the most suitable candidate for the business. The ideal interviewer will be trained to look at personality traits, be someone who probes interviewees, and try's to identify the best candidates who will benefit the business the most.
Temporary recruitment is an extension of outsourcing.
Temporary recruitment is evident in larger business organisations as they realise that they can pay external agencies to provide employees on a short term basis to fulfill any skills shortages. It can act as a good tool for recruitment as temporary employee who excels at their jobs could be offered a permanent position. Unfortunately most businesses will see outsourcing as means of reducing costs such as pension and national insurance payments. Outsourcing can prove valuable, but your business will experience high temporary staff turnover, unless you offer good wages and a potential to be permanently recruited. Select the candidates with the most relevant skills or potential to be trained.