THE aim of recruitment can be defined as filling a job vacancy with the best candidate at minimum cost. The implications of poor selection decisions are enormous. If a wrong selection is made or the individual chooses to leave soon after starting work, it can be very expensive in terms of management time and having to recruit a replacement. This can have an impact on your clients, the quality of work and team morale. It is important, therefore, to match the 'right person' to the 'right job'. In this article, Sharon Warre-Dymond explains how to ensure that the process of recruitment is as straightforward and successful as possible.
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