Impact and the Factors Affecting 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 performance of a business relates directly to the
people working within it, meaning that the right people should be hired to
ensure organizational success (Henry & Temtime, 2009). Leopold (2002),
states further that the first step of recruitment is to put forward a job
analysis which is important for both the organization and the candidates. If a
job is not needed in an organization, the recruitment and selection of a candidate
is not necessary. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires
many resources and time, Sisson (l994).
Acording to Gary (2000), the following facts directly impact the
recruitment process. Help increase the success rate of selection process by
decreasing the number of visibly underqualified or overqualified job applicants,
Increase the pool of job candidates at minimum cost, Create a talent pool of
candidates to enable the selection of best candidates for the organization,
Attract and encourage more and more candidates to apply in the organization,
Recruitment is the process which links the employers with the employees,
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities, and Help reduce the
probability that job applicants once recruited and selected will leave the
organization only after a short period of time. Others according to him are;
Meet the organizations legal and social obligations regarding the composition
of its workforce.
Recruitment and selection are central and crucial to the
successful functioning of the organization as it depends on finding people with
the necessary skills, expertise and qualifications to deliver the organization’s
strategic objectives and the ability to make a positive contribution to the
values and aims of the organization (Sisson 1994).
The factors affecting recruitment and selection are organized into the internal and the external categories (Gomathy 2022).
1. Internal
Factors
Size of the Organization - The size of the
organization is one of the most important factors affecting the recruitment
process. To develop a business, recruitment planning is mandatory for hiring more
resources, which will be crucial in the management of future operations (Gomathy
2022).
Image of Jobs - Jobs having good image in
terms of better remuneration, working condition, promotion, career development
opportunities etc can attract potential and qualified candidates to a large
extent (Makkar and Singh 2021).
Recruiting Policy - The recruitment policy of
the firm also affects the recruitment process. This policy is concerned with
candidates from outside the organization, whereas others want to recruit from
internal sources (Makkar and Singh 2021).
2. External
Factors
Unemployment rate – If the unemployment rate
is high in a specific area, the hiring of human resources will be simple and
manageable, as there will be an increase in the number of applicants. For
various job positions in all types of organizations, a large number of
applications are received. In contrast, if the unemployment rate is low, then
recruiting tends to be difficult due to the lesser number of resources (Gomathy 2022).
Demographic factors - Demography is the
study of the human population in terms of age, sex, occupation, religion,
composition, ethnicity, etc. Demographic factors have a profound influence on the recruitment process (Makkar and Singh 2021).
Labour laws – Labour laws reflect the social
and political environment of the market, which are created by the central and
the state governments. These laws dictate the compensation, working
environment, safety and health regulations, and the job duties of the
workforce, for different types of employment. As governments undergo transformations,
there are transformations that come about in the labour laws (Gomathy 2022).
Legal considerations – Legal considerations
with regard to employment provisions for underprivileged castes etc. will have
a positive impact on the recruitment policy of the organization (Makkar and Singh 2021).
Equal Opportunity – When recruitment and
selection of employees take place, then it is vital to take into
consideration, equal employment opportunities for the individuals. Equal
opportunity results when all the applicants are treated on an equal basis and
consistently at every stage of recruitment (Gomathy 2022).
When an organization wants to hire a new employee, it must
take into account both internal and external elements, and the applicant must
be aware of these requirements. When it comes to obtaining a new work on the
employee side and giving a job from the organization side, the recruitment and
selection process is vital.
List of References
1.
Gary Dessler, (2000), Human Resource Management,
Prentice Hall Incorporated, Sth Edition, Upper Saddle River, New Jersey
2.
Gomathy, C.K., Sreekanth, A.S. and
Ramaseshacharyulu, A.L. (2022) Overview of Recruitment and Selection Process
in HRM, 06(03).
3.
Henry, O., & Temtime, Z. (2009). Recruitment
and selection practices in SMEs: Empirical evidence from a developing country
perspective. Advances in Management, 3(2), 52- 58
4.
Jovanovic, Boyan (2004), Selection and the
Evolution of Industry. Econometrica, 50(3): 649-670.
5.
Leopold John, (2002): Human Resources in
Organizations: Financial Times Press.
6.
Makkar, S. and Singh, A.K. (2021) Factors
affecting recruitment Module Tag COM_P9_M14.
7. Phillips,
J. M. (1998). Effects of realistic job previews on multiple organizational
8.
Sisson Keith, (1994), Personnel Management,
Blackwell, 2nd Edition.
9.
Walker, James. 2009. Human Resource Planning.
New York: McGraw-Hill Book Co., P95.
Very informative. Gomathy (2022) also mentioned that One of the factors affecting recruitment and selection as competitors. Competitors When governments in the same industry compete for the finest capable resources, it is necessary to evaluate the competition and give the greatest resource packages in terms of industry values.
ReplyDeleteThank you Perera. Also, If you don't need to constantly replace people, you will save time and money on the recruiting and training of new candidates. Understand that downtime could negatively affect your business revenues if you become short-staffed; keeping turnover low is important. There are costs and time spent putting out job ads, interviews and training new people. Taking the time to choose properly the first time helps mitigate this (Leonard 2019).
DeleteVery Informative. Additionally, I would like to emphasize on Developing Recruitment strategies. When developing any recruitment Strategy, it is important to identify the Key motivating factors for individuals in the target industry. The factors may defer based on the industry and the knowledge and skill set required in an individual. (Susan E. Jackson, Michael A. Hitt, Angelo S. Denisi, 2003)
ReplyDeleteThank your for the feedback Zameera. When looking for the perfect fit for an open role at your company, there are several different recruitment strategies one can employ. One of the most effective methods for finding employees that will thrive at their role and serve as a positive addition to your company culture is to use a targeted search. Essentially, a targeted recruitment strategy involves narrowing down advertising efforts for a job opening to attract a group of people with specific experience levels, skill sets, personality traits, and other qualities (Laura 2021).
DeleteI agree with you. Recruitment and selection comprise a central part of a company’s overall resourcing strategies, which secures the human resources needed for an organization to survive in the medium term (Elwood & James, 1996). Moreover, there is an optimistic and significant rapport between recruitment and selection and the performance of a firm. Sang (2005) also found a positive correlation between recruitment and selection and business performance. Ichniowski and Shaw (1999), Katou and Budhwar (2006), and Wright et al.
ReplyDeleteThank yo for your comment Thilini. Recruitment and selection are regarded as essential aspects in functioning of the organization. The organization needs to ensure right individuals are selected in the right positions at the right time. Furthermore, it needs to be ensured that they possess the essential educational qualifications, competencies and abilities to carry out their job duties in a well-organised manner (Radhika 2020).
DeleteSupper article Manodya, also building recruitment strategies to increase the predictability of the right applicant is key (Viswesvaran 2001) because applicants trying to fake their personalities and resumes to get selected in the interview process Morgeson et al, 2007 ) is common these days.
ReplyDelete