Questions stated below, please let me know if you have any questions.

Recruitment and Selection Student’s Name Institutional Affiliation Recruitment and Selection The success of business organizations in highly competitive operational settings depends on the abilities of such entities to select and recruit the best possible personnel. That is because efficient HR practices allow businesses to create and innovate relative to the demands of their customers. Additionally, having skilled employees gives businesses a competitive advantage. To that effect, this executive summary outlines the objectives for developing an effective recruitment process and objectives for developing an effective selection process for a business organization. The executive summary extends to showcase practices in the recruitment and selection processes, performance measurement techniques, and dismissal methods in business organizations. Objectives of a Recruitment and Selection Processes Each effective employee recruitment process must focus on two primary objectives. The first objective is to attract high-quality candidates. Businesses require the best talent that the market can offer (Kuvačić & Deželak, 2019). High-quality candidates are skilled and knowledgeable in multiple aspects of the business. To achieve high-quality candidates, the recruitment process can focus on aspects such as widening the talent pool and positioning the brand as an ideal employer. The second objective is to enhance efficiency in assessing potential. Not all applicants are suitable for an organization (Mulvey & Wiese, 2021). As such, the recruitment process should be a platform through which the organizations can screen their potential employees. An activity like implementing a streamlined screening process through optimized application forms and targeted phone interviews can help to reach the best candidates with ease. The human resources hierarchy in an organization must also consider two primary objectives in executing the selection process. The first objective in the selection process is to identify the perfect fit. The organization can target fit in aspects such as the candidates’ skills, knowledge, or cultural attributes (Mulvey & Wiese, 2021). The objective can be achieved through cultural fit evaluations, skills assessments, and structured interviews. The second objective for selection should be to predict future performances. Organizations must be motivated to understand how the employees that they select presently are likely to impact their future (Pfeffer & Sutton, 2018). As such, the entities can employ validated tools of selection and ref...