7.1 Conclusion ACI’s recruitment and selection process is more or less structured, efficient and it is capable of achieving its desired objectives. After thorough evaluation, we can say that ACI’s recruitment and selection process is satisfactory. ACI can try to improve its recruitment process in some areas, like, preparation of detailed outline regarding mobility paths and mobility policy, preparation of a recruitment and selection budget, use of cost effective but more flexible communication medium like university placement office, company website, corporate presentation etc. Sometimes there is allegation that the selection process is not fair enough. So ACI should try to bring transparency and fairness in the selection process. ACI should be careful in selecting the assessment methods, because the successfulness of the selection process is mostly dependent on these assessment methods. The interview should be more structured to ensure reliability and validity of the recruitment process. 7.2 Recommendations But there are some grey areas where ACI is not performing up to the mark and can improve. To improve the present recruitment and selection process following recommendations has been proposed.
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ACI should use innovative mobility path which means mobility in the organization may be in any direction, including up, down and from side to side.
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There is no proper guideline or policy in ACI regarding recruitment budget. The recruitment process is the most expensive component of organizational staffing system. The high costs of recruitment points to the importance of establishing well-developed recruitment budget. So ACI should develop a recruitment budget every year.
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There is no proper guideline in ACI regarding selecting recruiters. A guideline regarding this area may be helpful for better recruitment planning.
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There is no proper guideline or policy in ACI regarding recruitment budget. ACI should establish detailed recruitment budget by consulting with the departments or divisions.
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Recruitment performance may be incorporated in the Balanced Scorecard which is performance appraisal system of the recruiters to motivate the recruiters.
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ACI do not have a well-developed record keeping system of the applicants. ACI may work to develop a record keeping or data storage system to keep record of the previous applicants.
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ACI can successfully use internet and university placement offices as a better source of recruitment which can reduce HR Department time and is capable of attracting applicants with precise KSAOs with little cost.