Final answer:
All options listed in the question are indeed steps of the recruitment process, which typically involves determining available jobs, skills needed, generating applicant pools, and selecting suitable candidates. It is part of the broader human resources management function involving job analysis by I-O psychologists and possibly additional training for new hires. O managers generate a pool of applicants for the job.
Step-by-step explanation:
The question asks to identify the step that is not a part of the recruitment process. When managers are involved in the hiring process, they generally follow a series of steps to ensure they select the most suitable candidate for the job. These steps typically include determining the jobs that are available, determining the types of skills and people required for these jobs, generating a pool of applicants, and choosing a person who fits the job description. In this context, all the options provided are actual steps of the recruitment process. However, based on broader hiring procedures, the final step of selecting and formally hiring a candidate could involve additional sub-steps such as conducting interviews, evaluating candidates, and making an offer, which are not explicitly stated.
Recruitment and selection within a company are essential parts of the human resources management function. Industrial-Organizational psychologists often assist in these processes by conducting job analysis to define the responsibilities and skills needed for a job and by involving personnel selection to find the ideal match for the job requirements. These steps are crucial in identifying and attracting candidates who will be an asset to the company. Notably, training may be required for a hired candidate to perfect needed skills, showing the importance of continuous learning and development within the organization.