Another important revelation of the recruitment and selection process within the UK job industry is the relationship between the employment graduate labor market and the higher education sector.
In the smallest organizations recruitment may be left to individual managers. Alternatively parts of all of the process might be undertaken by either public sector employment agencies, or commercial recruitment agencies, or specialist search consultancies.
The demand for quality graduates will remain highly competitive, and the most advantaged recruiters will be those with strong recruitment policies, coupled with exceptional training and development policies.
Face-to-face Interviews This is the most commonly used recruitment strategy among many employers in the graduate recruitment and selection process within the UK. This premise suggests that following an effective and efficient strategy in recruiting and selecting workers enables organizations to avoid undesirable costs such as high staff turnover costs, poor performance among workers, and dissatisfied customers Raybould, and Sheedy, The two-interaction, fairness, ability to fill gaps left by other forms, and the ease of validation were cited as the factors that promoted the use of interviews in the selection process Mohamed,p.
Statistics of Variations in Recruitment and Selection methods According to survey findings undertaken to determine the causes of variations in recruitment methods used by employers in UK, each year, 91 per cent of employers and potential graduate recruits prefer the internet as the ideal method for large organizations Mohamed,p.
Moreover, organization will face less of absenteeism and employee turnover problems.
Summary of the Review The graduate recruitment and selection process in the United Kingdom has undergone various changes over the past few decades and this is likely to bring an impact to future recruitment and selection processes.