Recruitment & Selection & Retention Theory

by Lucy Friend; Updated September 26, 2017

Recruitment, selection and retention theory is based on an organization's success of hiring and retaining valuable employees.

Recruitment

Recruiting skilled or educated employees saves cost because an organization will spend less time training a skilled candidate. Employers will list required qualifications when posting a job opening.

Selection

Many organizations use a variety of tools and technologies to assess a candidate's abilities, allowing them to chose the most qualified candidates to proceed in the interview process. Assessing candidate's skills allows the organization to focus on other qualifications during an interview.

Retention

Part of the recruitment and selection process can include assessing the candidate's true interest in the organization and position, which can lead to hiring a long-term employee. Retention can also include offering salary and benefits that will offer a good work environment.

Significance

Organizations that have developed a successful recruitment, selection and retention theory often have a low resignation rate, which can save an organization a significant amount of time and money. Hiring and training can be costly for an organization.

Considerations

Extensive research and organizational involvement--including human resources, department managers and valued employees--should be considered when developing principles and policies. Many considerations can lead to successful recruitment, selection and retention.

About the Author

This article was created by a professional writer and edited by experienced copy editors, both qualified members of the Demand Media Studios community. All articles go through an editorial process that includes subject matter guidelines, plagiarism review, fact-checking, and other steps in an effort to provide reliable information.