Recruitment and Selection

Recruitment and selection process are important practices for human resource management, and are crucial in affecting organizational success (Jovanovic 2004). Some of the processes in selection include screening applications and resumes, testing and reviewing work samples, interviewing, checking references and background. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs (Walker 2009). The recruitment and selection are the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations, (Phillips 1998). Direct relationship between recruitment process and employee qualities and competencies and found that effective recruitment results in obtaining employees with high quality and who is competent. In general, right people need to be hired as the performan

Recently there has been a significant increase in use of internet to recruit and select people has grown (Hopkins &Markham 2003). Various research evidence show that online recruitment have become an easy way to save cost and valuable time for firms (Hart, Doherty & Ellis Chadwick 2000). E-Recruitment or online recruitment is the process of recruiting personnel through online that helped organizations to reach large number of workforce and to identify the skilled personnel easily with the use of technology and web-based resources (Lakshmi 2013). Companies are using their own websites and use social media as a platform to advertise their vacancies to public to attract and select the candidates (Kammari 2019). A simple definition for e-recruiting is defined as, is the online attraction and identification of potential employees using corporate or commercial recruiting websites, electronic advertisements on other websites, or an arbitrary combination of these channels including o

Ethics in recruitment and selection has two main approaches, one regarding the policies underlying decisions to recruit professionals in a specific social group to provide a community with necessary services (Xu & Zhang 2005), the other related to the way in which the specific processes of recruitment and selection are carried out (Chidi, Ogunyomi & Badejo 2012; Dineen, Noe & Wang 2004). Hiring managers should be aware of the ethical implications of hiring the right person, as ethics is a primary responsibility of management (Paine 1994). If an organization is only as effective as its employees, then it is the hiring manager who must understand that recruiting an ethical employee is of the utmost importance for the organization (York 2014). The actions of just a few compromised individuals who purposefully act in an unethical fashion can ruin an entire organization’s reputation (Ashkanasy, Windsor, & Treviño 2006). Companies that choose to operate according to a

Interviews are the method used most frequently in selection decisions as they have the  highest reliability. However, this method can also be misused and result in less effective  results (Roberts 2005). Interviews are most frequently used in combination with other methods to serve as selection tools (Schmidt & Hunter 1998). When preparing an interview every organization seeks some set of attributes of each and every candidate. According to Huffcutt et al. (2001), the following attributes are assessed when selecting candidates.       The personality of the candidate is most frequently assessed (35%)        Candidate’s social skills (28%)       Their mental ability (16%)       Interests and preferences of the candidate (4%)       Physical attributes (4%)       The suitability for the organization (3%) Out of all these attributes the most vital attribute is a person’s personality. Interviews form the backbone of primary data collection in qualitative research design

Recruiting the right types of employees and having the job fit remains a big challenge to employers who want to achieve guaranteed success in their business operations and enhance their Return on Investment (ROI). HR departments have become strategic entities in their functioning since they have to recruit the best resources, involve them fully in the organization productively and plan for their value addition in order to ensure retention (Chaudhary & Nirala 2014). Getting recruitment and selection processes and techniques right the first time is crucial and is the product of: knowing what you want and where to get it (human resource planning) being able to specify the required skills, attitudes, and interpersonal skills (job design) to perform the job providing appropriate challenges, development, rewards, and opportunities (human resource development, remuneration systems, career and succession plans) to satisfy and motivate qualified applicants (Compton, Morissey, Nank