Introduction to Recruitment and Selection
In
every organization, employee recruitment and selection play an important role
in human resource management. Recruitment and selection is the process of
attracting individuals on a timely basis, in sufficient numbers and with
appropriate qualifications (Walker 2009). It has been argued that recruitment
and selection are activities that are particularly prone to be affected by the
changes impacting on a company and in particular economic cycles of boom and
recession which can encourage changing requirements and approaches (Wright and
Storey 1994). Finding the right employees for any organization requires an
intricate combination of systems working in tandem. You need effective systems
to first attract a suitable and substantial pool of applicants. You need to
screen and select the most appropriate candidates, and ultimately you need to
convince those selected to accept the job offer (Barber 1998). This states that
there should be an effective system and a process until an employee is being
hired to a relevant job role.
Recruitment
is best described as the way in which an organization tries to source or
attract the people from whom it will ultimately make selections. Recruitment
strategies include efforts to reach better pools of candidates and to sell the
organization as an employer of choice (Elearn Limited 2009, p.1). 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). Recruitment and selecting staff is expensive both in
terms of time and money, and it is therefore important that the process is
carried out effectively and efficiently so that the results in the appointment
of a person would fits the job being occupied. (Djabatey 2012).
Recruitment
and selection also has an important role to play in ensuring worker performance
and positive organizational outcomes. It is often claimed that selection of
workers occurs not just to replace departing employees or add to a workforce
but rather aims to put in place workers who can perform at a high level and
demonstrate commitment (Ballantyne 2009). Nowadays many people think recruiting
as a replacement of a resigning employee. This states that it is not replacing
but hiring someone towards something even if there is no any other existing job
role in that particular company.
Recruitment
and selection form a major part of an organization’s overall resourcing
strategies, which identifies and secures people needed for an organization to
survive and succeed in the short to medium-term (Elwood & James 1996). Recruiting
and selecting the wrong candidates who are not capable come with a huge
negative cost which businesses cannot afford. Thus, the overall aim of
recruitment and selection within the organization is to obtain the number and
quality of employees that are required to satisfy the strategic objectives of
the organization, at minimal cost (Ofori & Aryeetey 2011). This directly
states the importance of the recruitment process of an organization. Literally
any organization or a company consist of people who are allocated to do
different tasks in different sectors. If any of those people failed to perform
well it directly affect the flow of the process and in order to avoid such
defects the HR should consider the effectiveness of the recruitment and
selection process very well.
An
effective approach to recruitment and selection will help an organization to
maximize the competitive advantages by choosing the best pool of candidates
quickly and cost efficiently (Kleinan 2005). Successful recruitment and
selection is crucial for a business, because unsuccessful recruitment and
selection can be responsible for the failure of the business (Ahmed, Tobassum
and Hossain 2006). Above two paragraphs states that without a effective
recruitment a business cannot be developed towards success since the
ineffective human resources may mislead important tasks of the company.
Each
and every organization must consider and give a proper attention towards the
recruitment and selection process from hiring individuals to assigning them to
the relevant job task and not only that but also monitoring and guiding with an
effective management.
List of References
- Ahmed, J.U, Tobassium, A. and Hossain, T. (2006). Human Resources Management practices; A case study of the supply chain department of square pharmaceutical ltd, Sri Lankan journal of management, 11:1.
- Ballantyne, C.K. (2009.) Research Publication of University of St Andrews Scotland.
- Barber, A.E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: Sage Publications, Inc.
- Djabatey, E.N. 2012. Recruitment and selection practices of organisation. A case study of HFC bank (GH) Ltd.
- Elearn Limited, (Great Britain), 2009. Recruitment and selection.
- Elwood., & James A. P. (1996). Productivity gains from the implementation of employee training Programs. Industrial relations. 33(4), 411-425.
- Kleiman, L.S. (2005). Human Resources Management: A Managerial Tool for Competitive Advantage, 2nd Edition New Delhi, Biztanta
- Ofori, D., & Aryeetey, M. (2011). Recruitment and selection practices in small and medium enterprises. International Journal of Business Administration, 2(3):45-60.
- Walker, James. 2009. Human Resource Planning. New York: McGraw-Hill Book Co., P95.
- Wright, M. and Storey, J. (1994) 'Recruitment', in Beardwell, I. and Holden, L. (Eds.), Human Resource Management: A Contemporary Perspective, London: Pitman Publishing
Great Content Shyamal. In addition to this, there is two types of recruitment methods, 1) Internal Recruiting: Internal recruitment promotes employee morale and satisfaction while being cost-effective and spends some time recruiting or inspiring current staff before looking outside the company for talent (Abdullah & Rahman, 2015). 2) External Recruitment: External recruiting benefits the company by bringing in new talent, fresh perspectives, and innovative ideas and however, there might be negatives, such less experience being acquired from new workers who take too long to understand the guidelines and specifications of their role (Anwar & Abdullah, 2021).
ReplyDeleteThank you for the comment Romeda. I have done a separate blog post regarding recruitment methods.
DeleteGrate content Manodya, with the use of internet, the recruitment process also has changes drastically. it was in mid 1990s the internet recruitment tools first emerged. Hosain, et. al (2020), describes E-recruitment also known as online recruitment, as a practice of using technology and in particular using web / internet-based approach in recruiting new candidates. E-recruitment has its pros & cons. Time saving, Diversity of the applicants Reduce Cost & administrative burden & being able to store the applicant information for future recruitment purposes can be considered as advantages of e recruitment (Barber ,2006).
ReplyDeleteRahtee & Bjuntel (2017) states Less Reliable, possibility of creating privacy issues, candidates not having access to internet time waste in CV screening due to receiving a large number of CVs are disadvantage of e recruitment.
I agree with you Layanjalie. Over the last decade the Internet has had a terrific impact on modern life. One of the ways in which organizations are applying Internet technology and particularly World Wide Web (WWW) technology is as a platform for recruiting and testing applicants (Baron & Austin 2000)
DeleteGreat article Manodya and furthermore Beer (1984).Recruitment and selection not only seek to attract, obtain, and retain the human resources the organization needs to achieve the strategic goals, but may also have significant impact upon the composition of the workforce, the ultimate fit with the organization's needs and culture, and upon long-range employment stability.
ReplyDeleteThank you for your feedback Chathuri. Hiring the wrong leader may have negative effects on the productivity, moral, time and budget of an organization (McDonald 2013)
DeleteAgreed with the content. Further, the recruitment process is a means of discovering and locating potential personnel to fill open jobs in a company. The HR recruitment and selection process makes it easier to choose people based on their operational capability and mentality, both of which are essential for accomplishing organizational goals. The recruitment procedure is the HRM department's most important duty (Gomathy, 2022).
ReplyDeleteI agree with you Prabuddha. Recruitment and selection are termed as processes of getting the human resources intothe organization, departments, sections and jobs. Recruitment is regarded as the art of discovering and procuring potential applicants for actual and anticipated vacancies within the organizations (Kapur 2020).
DeleteHi Manodya, In oaddition.. Recruiting and selecting the most qualified employees is the most and the key determinates of the organizational capacity to build and achieve its goal. There for we can define recruitment it is the process of generating a pool of candidates for particular job (Luis, 1995). Most people would agree that the most qualified candidates should be hired or promoted. But in the long run, hiring the most qualified candidates contributes tremendous difference to the organizational effectiveness and bottom like performance
ReplyDeleteThank you Rayan for the kind feedback. I totally agree with you. The effectiveness of R&S is an essensial fact to be maintained over the time. The processes of recruitment and selection are regarded as indispensable in leading to effective growth and progression of the organization. In order to implement various types of organizational tasks and activities in an appropriate manner, it is vital to make sure right candidates are selected in the right positions at the right time (Radhika 2020).
DeleteGood content Manodya, according to Armstrong (2009), recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs. The four stages of recruitment and selection are as follows,
ReplyDelete• Defining requirements
• Planning recruitment campaigns
• Attracting candidates
• Selecting candidates
Thank you Sachini. Motivating factors have been mentioned on the recruitment and selection process in more than one study, but overall we find that there is a great similarity between those factors and differences that may occur based on the nature of the work of each organization and on the environment Work in which the company does its business (Mohammad 2020).
DeleteHi Manodya, agree on your content and further, employee recruitment and selection has been heavily affected by the emergence of technology, influencing all different aspects of the recruitment and selection cycle (Woods et al., Reference Woods, Ahmed, Nikolaou, Costa and Anderson2020). New and various forms of technological developments - and not only the use of the internet or the widely used Social Networking Websites - have appeared, making a strong impact on the way recruiters work and job seekers look for a job. This changing landscape of the field, due to technology, has attracted increased research interest, not only in the field of work/organizational psychology and human resources management but also in the fields of computer / data science and engineering (Montuschi., Sanna and Demartini, 2014; Obaid, Farooq and Abid, 2020)
ReplyDeleteI agree with you Derrick. In fact, the use of the Internet for recruitment and testing has grown very rapidly in recent years (Cappelli 2001).
DeleteGood blog Shayamal, anyhow employee recruitment very much depends on emerging technology and how much candidates knowledgeable to the current technology. Employee recruitment and selection has been heavily affected by the emergence of technology, influencing all different aspects of the recruitment and selection cycle ( Costa and Anderson, 2020).
ReplyDeleteThank you for your comment Jeyarajasingam. While these studies have contributed to the body of knowledge in understanding the selectionprocess to greater depths, not much research or practical headway has been made with regardsto establishing a common measurable and objective interview structure focusing on standardisedconstructs and consistent labelling (Macan 2009).
DeleteGood Introduction Shayamal, “Recruitment is best described as the way in which an organization tries to source or attract the people from whom it will ultimately make selections. Recruitment strategies include efforts to reach better pools of candidates and to sell the organization as an employer of choice” (Feichtinger & Hörold, 2015)
ReplyDeleteAppreciate your comment Zacky. All the more critically, those in charge of selecting the successful applicant ought to have sufficient data whereupon to base their choices (Okusanya 2012).
DeleteGreat Content Shyamal, Recruitment is the process of identifying, selecting, and employing the best-qualified people for a job position from within or outside the firm. Examining the requirements of employment, attracting individuals to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the organization are all part of the recruitment process. Furthermore, the HR department is responsible for selecting the best-qualified candidate for the job based on the needs of the firm (Abdullah & Othman, 2019).
ReplyDeleteThank you for your valuable comment Christeena. However, previous research on recruitment sources has mostly focused on post-hire outcomes such as job satisfaction instead of pre-hire outcomes such as organizational attractiveness (Barber 1998).
DeleteThe following comprises the selection process's goals and objectives in the (Aisha Yassin 2015) study:
ReplyDelete-To assess the facts, gather as much pertinent information as you can.
-To make an informed decision, arrange and assess the information.
-To select the best candidate for the position, evaluate each applicant.
-Forecast a candidate's performance on the job and suitability for the company.
-Give applicants information so they may decide if they are prepared to accept a job offer after taking into account the challenges and possibilities
I agree with your comment Ranga. It has been suggested that HRM is a strategic approach because it tends to emphasize the importance of integrating HRM strategy and practice with corporate strategy (Guest 1989).
DeleteAgreed on the above content Shayamal, recruitment according to (Boateng, 2021) states, it is a process of selecting the most suitable candidate among the pool of candidates who apply for the job. The result of this process will be the elimination of unsuitable candidates and the use of scientific techniques to identify the most suitable candidates. This process has 5 key features: attracting, interviewing, identifying, selecting, and hiring an individual to be a part of a company’s workforce.
ReplyDeleteThank you for the comment Tharaka and i agree with your opinion. Even though information from all these types of recruitment sources can affect organizational attraction, some are likely to be more influential than others. In line with theoretical models of recruitment proposing credibility as an important explaining mechanism for the impact of recruitment activities on organizational attraction (Breaugh 2008),
DeleteAgreed to the content. Recruitment and selection plays dn important role in HR process. Recruitment is nothing but selecting the right person to right job,Putting a person to correct job role by evaluating their talents. Proper recruitment results in success of company whereas improper recruitment results in failure of company
ReplyDeleteThank you for the comment Uday. Recruitment is a process that the enterprise forecasts personnel needs and determines the qualification require-ments according to the human resource planning and job analysis in order to meet organization demands of the survival and development. Then recruitment information is released to find and attract the candidates who have both abilities and interest to this organization. Finally, through scientific selection, the enterprise chooses the suitable talents and arranges them to meet organization’s vacancy (Sun 2015).
DeleteGood article Shayamal. In future AI will be more commonly used as a Recruitment tool. When we think about the ethics and unethics of future recruitment tools is the notion that technology, including AI, is never ethical or unethical: rather, it is the ethics and unethics of its consequences, especially vis-à-vis the intentions of humans deploying it, we should scrutinize and evaluate. Melvin Kranzberg once noted that “technology is neither good nor bad, nor is it neutral.”
ReplyDeleteThank you vidura. The fact you mentioned here is quite fascinating. Artificial intelligence (AI) in recruiting refers to applying AI to the recruitment process. Recruiters can create or automate workflows using AI or machine intelligence for repetitive, high-volume operations. AI can streamline, speed up, neutralize, and reduce the cost of the employment process (Eray 2022).
DeleteGood introduction Manodhya, would like to share, according to (Hamza, 2021), a thorough recruiting and selection procedure can ensure an organization's productivity and consistency of performance as well as help further shape employee behavior and attitude.
ReplyDeleteThank you for your comment Azhar. t is vital, that the qualifications and the experience which an enterprise requires to be precisely determined, before the enterprise commences to search for the suitable candidate for the job vacancy. This can be achieved with the meticulous job-description and the thorough definition of the candidate specification (Chitiris 2001).
DeleteGood content Manodya
ReplyDeleteQuinn Mills (1983) says, recruitment and selection is a strategy implemented by organizations to ensure that they have the talented people it needs.
Thank you Zameera. Recruiting top talent takes a combination of creativity and diligence. Technology makes it easier than ever to publish your job postings to a broad audience — but to really connect with qualified candidates and drive excitement about the role and your company, you have to find ways to stand out from other employers (Sullivan 2022).
DeleteGreat Article, Further The recruiting team wants to hire the best candidates, so doing the process right can improve everyone's experience—the candidate, interviewer, hiring manager, and HR Department. The effectiveness of the organization may also be improved.
ReplyDeleteIt is impossible to judge a candidate's qualifications based solely on their resume. As the candidates advance through the selection process, some individuals demonstrate their suitability for the job by performing very well on the interview exams, making strong connections with hiring managers, or demonstrating competence during a simulated day on the job (Townley, 1989).
Thank you for your comment Insaff. The job-description is useful as a map and as a compass on the direction that each employee is obliged to have for the implementation of the work. It describes in every detail all the content and the breadth of work that it should be executed by the holder of the position (Vaxevanidou 2008).
DeleteGood article Manodya. Recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right caliber of candidates are identified (Walker, 2009).
ReplyDeleteThank you for the comment Shermila. Recruitment employee is extremely important in HR management as it ensures that employees who wish to enter into the organisation are a perfect fit for the business, whilst further displaying the professionalism of the entire organisation at the very first moments a prospective employee wishes to onboard. Moreover, the importance of recruitment includes gaining skilled employees, assures cultural fit, saves time and money, improves employee satisfaction and ensures positive brand image (Amodeo 2022).
DeleteGreat Introduction Manodya, I agreed the content and to add furthermore, according to Armstrong, Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs (Armstrong, 2014).
ReplyDeleteThank yo for the comment Sanath. When you look at the growth of any company, then most of us look at the numbers that the company produces, but we forget the most important factor behind those numbers and that is the company’s staff. The employees work hard in order to achieve those numbers and how successful your company will depend on how you look at recruitment (Reddy 2022).
DeleteSuperb introduction Manodya. Agreed on the content, further, The process of finding, choosing, and employing the most qualified applicant from among candidates or from the outside, as well as contracting with and integrating the new employee into the association, is known as recruitment. Additionally, the HR department is in charge of selecting the most suitable applicant for the position based on the requirements of the firm. 2019 (Abdullah & Othman)
ReplyDeleteThank yo for your valuable comment Manoj. The facts you have mentioned are interesting. Selecting the most suitable candidate for a job is never an easy task as it becomes very difficult to screen candidates and fill vacancies that are very important for the organisation. It is because the faulty selection of employees may adversely impact the performance of the organisation (vikash 2022).
DeleteGreat introduction Manodya. Organizations invest funds and resources to design policies and procedures for their successful execution to achieve business goals because they understand how crucial they are to the success and survival of organizations (McDowall & Saunders 2010).
ReplyDeleteThank you for your comment Miyuru. Every business needs a stable financial base. However, financial measurements lack indicators. They are a measure of what has happened in the past, like the score at the end of the game. We know that we won or lost, but the score doesn’t tell us why (connor 2022).
DeleteGood article Manodya, Recruitment and selection are very important functions in HRM. In an organization you can select the most suitable person from the proper recruitment and selection process. Recruitment attracts so many people and selection reject many people. Further selection is more important because when you select the right person the overall performance of the. organization increases (Kapur, 2018).
ReplyDeleteThank you Sarasi for the feedback. Performance management is about setting clear and measurable objectives for work, and is an important managerial and human resource tool. A well-run performance management system will provide staff with clear objectives for their job, and plenty of opportunities for feedback and discussion with their supervisor. The objectives will be clearly linked with the strategic priorities of the organization (Margaret 2022).
DeleteGood content Manodya and furthermore,Selection is followed by recruitment where selection is the process of shortlisting the applicants and identifying the best candidate from a pool of applicants. The selection is done based on various criteria and the selection process is followed by the hiring and appointment of the most suitable candidate in the job (Roberts, 1997).
ReplyDelete