Person-Job Fit  is a match between an individual & requirements of a specific job. Companies often pursue that person-job fit so as to match the applicant’s knowledge and skills to the requirements of specific job openings and focus on an applicant’s ability to perform right away without any training.

Person-Organization Fit is match between an individual & broader organizational attributes.

Companies while pursuing Person Organization fit focus on how well individuals fit with values of their company & culture. They tend to emphasis on hiring people with an ability to work & co-operate with other employees in the company. 

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The reasons why company favor to do outsourcing is because of less costly. Outsource always cheaper than hiring permanent employee due to saving time and money on recruitment process. 

Other is because of efficiency. Outsourcing is a good choice when the functions of the back office are complicated and the size of the company prevents them from accomplishing it at a consistent and reasonable cost. 

It can reduces voluntary turnover. Individuals who received an accurate picture of the job during the selection process had a better retention rate since they have clearer job expectations.

Internal recruitment is a quick process because it is not required induction training while external recruitment takes a long time process because it must have induction training.

Internal recruitment is a cost effective process and limited choice of candidates but external recruitment is a costly process and it is unlimited choice of candidates.

Some businesses will outsource their entire HR department while others will just outsource time-consuming administrative tasks, which allow their internal resource to focus on the strategic level.

The quality of reliability refers to the consistency of measurement of an attribute. For instances if a person takes the test again, he or she will get a similar test score.

The quality of validity is how useful and appropriate a measure is for a specific situation. Validity gives meaning to the test scores. Moreover, validity evidence indicates that there is linkage between test performance and job performance.

The quality of measures involves issues of reliability and validity. Reliability refers to consistency of measurement in time and between time periods. Meanwhile, validity refers to accuracy of measurement and accuracy of prediction as reflected by scores obtained from a measure.

 

It’s important to ask where your organization stands currently and where it is going in order to remain flexible. Each company’s plan will look slightly different depending on its current and future needs, but there is a basic structure that you can follow to ensure you’re on the right track.

The strategic human resource planning process begins with an assessment of current staffing, including whether it fits the organization’s needs, and then moves on to forecasting future staffing needs based on business goals. From there, you’ll need to align your organization’s strategy with employment planning and implement the plan not only to hire new

Once you have a full inventory of the resources you already have at your disposal, it’s time to begin forecasting future needs. 

Once you have a full inventory of the resources you already have at your disposal, it’s time to begin forecasting future needs. 

After determining your company’s staffing needs by assessing your current HR capacity and forecasting supply and demand, it’s time to begin the process of developing and adding talent. 4. Review and evaluate

Once your human resource management process plan has been in place for a set amount of time, you can evaluate whether the plan has helped the company to achieve its goals in factors like production, profit, employee retention, and employee satisfaction is a crucial part of the strategic human resources management process.

Once your human resource management process plan has been in place for a set amount of time, you can evaluate whether the plan has helped the company to achieve its goals in factors like production, profit, employee retention, and employee satisfaction

 

How internal recruitment is different from external recruitment?

From my opinion which the most valuable things that I can learn from this video main about adversity puts more pressure on people to work harder. One of important things that resume is basically in the recruitment will be displayed to hr but it’s can not to prove your ability. The “scrappers” who can be better than “sliver spoon” because they have more experience to solve the problems or challenges and they can be patient to face the work with good attitude. As the example which list by talker the unfortunately childhood which her spend but can not stop her growth actively. It doesn't matter what the past has been that important is what you do.